Keyword: professional development

ABSTRACT: Higher education continues to face a persistent gap between academic outcomes and workforce demands, a problem intensified by the limited explanatory value of traditional transcripts. In response, digital badges and micro-credentials have emerged as tools for documenting verifiable competencies. However, the existing evidence base remains fragmented and methodologically constrained. To address this, this narrative review synthesizes recent empirical research on the integration, utility, and impact of digital credentials. A comprehensive search of EBSCOhost, PubMed, and Google Scholar was conducted, capturing literature published between 2017 and 2025. Following a structured screening protocol, 14 peer-reviewed empirical studies were selected and evaluated using a hybrid inductive and deductive thematic analysis. The synthesized findings demonstrate that well-designed badge systems extend beyond gamified incentives to function as sophisticated pedagogical tools supporting self-regulated learning and professional identity formation. Key results indicate a complex duality in learner motivation, where initial extrinsic engagement must transition into perceived intrinsic value for sustained persistence. Additionally, while stackable frameworks provide transparent alternatives to traditional grading, poorly integrated systems risk inducing cognitive overload and grade anxiety without active instructor mediation. Effective implementation requires balancing standardized labor market recognition with contextual flexibility through sustained collaboration between higher education institutions and industry stakeholders. The review concludes by highlighting the critical need for objective longitudinal and cross-cultural research to determine long-term pedagogical impacts and promote equitable educational outcomes.

ABSTRACT: This study explores the influence of teacher characteristics on technological self-efficacy within the context of Ghana’s standard-based curriculum. Utilizing an explanatory sequential mixed-method design, surveyed 280 in-service teachers. Quantitatively, the study found teacher-student interaction characteristics and humanistic and justice characteristics as closely dominated teacher characteristics. As well, these dimensions significantly predicted various aspects of teachers’ technological self-efficacy. Qualitatively, the study established how these characteristics are manifested in teachers’ classroom practices, highlighting the importance of interactive methods and empathy in fostering student engagement and technological competence. The findings underscore the need for tailored professional development programs that address varying levels of technological self-efficacy among teachers. The study concludes that enhancing teachers’ technological self-efficacy requires a holistic approach, integrating technical skills with humanistic values to create inclusive and effective learning environments.

ABSTRACT: Despite growing student diversity in U.S. K–12 classrooms, Teachers of Color (TOC) remain severely underrepresented. One way to support TOC is through professional learning within critical affinity groups. Critical affinity groups are spaces where TOC engage in critical pedagogy that addresses systems of oppression in educational spaces through recognition of racial and cultural strengths. This study examines how Women of Color personnel in the Urban Public School district designed a critical affinity program to support the retention and development of the district’s experienced TOC. Using semi-structured interviews, participants’ illuminated how their own lived experiences as former TOC shaped their understanding of the necessity of critical affinity spaces and how these groups support TOC. The Women of Color personnel identified monthly meetings, mentorship, support, and networking, as well as participation in policy-change workshops as the best ways support TOC. The information gained from this study supports using racial affinity groups as professional learning for TOC to offer culturally responsive mentorship and leadership opportunities that provide professional and personal transformation.