理想与教师职业幸福的实现

人不仅属于现在,还属于未来。只有在对理想的追求中,人才有可能获得真正的幸福。教师职业理想是教师职业幸福实现的源泉与动力,是影响教师获得职业幸福的重要因素之一。然而,当前中小学教师职业理想的状况不容乐观,许多教师已不再喜欢教师这一职业。策动和巩固教师职业理想是促进教师职业幸福实现的首要问题。     

教师专业化与教师培训

教师专业化是现代教师教育改革和教师职业发展的共同趋势。教师专业化有助于教师明晰专业发展方向，提高专业地位；有助于改善教师专业发展的外部环境，增强教师的职业吸引力；有助于教师教育机构明确办学方向，提高教师培养质量。教师培训是教师专业化的有效途径，培养专家型教师是教师专业发展的理想目标；教师成为研究者是教师专业发展的最佳方法。     

试论我国教师职业道德规范的基本体系和内容

比较完备的教师职业道德规范，应当涉及教师与教育事业的关系、教师与受教育（学生）的关系、教师与其他教师及教师集体的关系、教师与家长及其他相关人员的关系等四种关系范畴和师德理想、师德原则、师德规则三个层面。其中，师德理想体现着教育专业至善至美的道德境界，具有激励功能；师德原则是指导教师职业行为的准则和依据，具有指导功能；师德规则是对教师职业行为的最低要求，具有约束功能。     

新课程背景下教师职业压力的调查研究

本研究的目的在于探求基础教育新课程背景下中小学教师职业压力的状况及其主要压力来源，揭示中小学教师的职业压力特点、影响因素，分析教师职业压力的产生原因。研究结果表明：教师职业压力主要来源于教学工作、教学评价和学生因素；参加课改实验教师与未参加课改实验教师的职业压力不存在显著差异；教师职业压力发展趋势是先下降再缓慢上升，其中6～10年教龄阶段的教师表现出较低程度的职业压力，而后职业压力随着教龄的增长而升高；城市区域和学校类型等背景因素在教师职业压力总分上的主效应显著。     

我国教师专业化面临的问题与影响因素分析

教师职业能不能算专业，理想的教师专业到底应该是什么呢?有学根据科尔、凯米斯、利伯曼及舒尔曼等人的意见，指出所谓专业应具有下列特征：其一，专业知识与技能；其二，专业道德或专业精神；其三，专业训练与发展；其四，专业自主；其五，专业组织。依据专业的原则和特征，教师工作是否是一项专     

现代社会教师的心理健康问题及对策

教师职业堪称是全社会最具压力的职业之一，这是被世界各国所广泛接受的一个观点，教师的心理健康问题因此成为全球性的问题。资料显示：英国1/5-1/3的教师感受到巨大的职业压力；美国有78％的教师感到职业压力，有37％的教师有严重的精神紧张的焦虑状况；我国北京市一家教育机构调查显示，40％以上的教师有程度不同的心理障碍，     

乡村幼儿园教师职业吸引力现状调查研究——以辽宁省五个县域为例

对辽宁省五个县域的549名乡村幼儿园教师进行调查，了解教师职业吸引力现状。研究发现：乡村幼儿园教师职业吸引力总体处于中等水平，职业提供相对不足。在不同聘用性质上，教师编制不足非编教师生存受困，教师“下不去”；在不同学历上，本科及以上学历教师易产生落差感“留不住”；在不同教龄上，随教龄增加，教师教育热情减退安于现状“无发展”。基于此，提出相关建议：保证薪酬、编制供给，激发教师“愿意来”之情；构建工作—社会环境支持，保障教师“情愿守”之意；促进专业发展、职称晋升，促动教师“乐意干”之行。     

教师职业专业化与当代教师教育面临的挑战

教师职业专业化是当今时代的要求及教师职业发展的必然选择。为了改变我国基础教育领域内教师素质不高及由此导致的教师职业专业性不强的问题，我国教师教育的范式必须做出相应的转变：由职前教育向终身教育观念转变；由培养知识型人才向培养素质型人才转变；由强调共性化的教育向注重个性发展的教育转变。     

教师职业及其发展

促进教师职业发展已经成为当今教师教育领域的重大课题。教师职业发展的核心问题是教师职业的专业化 ,体现在教师职业的不可替代性上。在我们的日常生活中 ,经常把教师看做是一个职业 ,但是 ,如果和其他的职业 (诸如医生、律师等 )相比 ,我们就会发现它们之间存在着很大的差异 ,因此对教师职业仍然存在着一些异议 ,许多人认为教师是人人都可以做的 ,因而不存在教师职业专业化的问题 ;也有一些人认为教师是一种半职业或不确定职业。因此 ,我们有必要对教师职业进行探讨 ,以期促进教师职业发展。一、职业的界定我们经常使用“职业”及“职业者…     

教师职业社会化与教师管理

教师职业社会化指教师个体在知识、经验、能力和个性等方面不断适应教师这一特殊社会角色的过程，可以简要地将教师职业社会化理解为职业成长的过程，也就是教师在职业上变得更加成熟的过程。在这方面研究中较具特色的是斯特菲的研究，它将教师的职业社会化过程分为六个阶段：实习教师阶段；新教师阶段；专业化教师阶段；专家型教师阶段；杰出教师阶段；退休教师阶段。作为学校管理可依据这一理论，来制定与之相对应的评价标准，为所有的教师成长创造条件，对处于不发展阶段的教师提供更富有针对性的帮助。     

Teacher behavior under performance pay incentives

Over the last decade many districts implemented performance pay incentives to reward teachers for improving student achievement. Economic theory suggests that these programs could alter teacher work effort, cooperation, and retention. Because teachers can choose to work in a performance pay district that has characteristics correlated with teacher behavior, I use the distance between a teacher's undergraduate institution and the nearest performance pay district as an instrumental variable. Using data from the 2003 and 2007 waves of the Schools and Staffing Survey, I find that teachers respond to performance pay incentives by working fewer hours per week. Performance pay also decreases participation in unpaid cooperative school activities, while there is suggestive evidence that teacher turnover decreases. The treatment effects are heterogeneous; male teachers respond more positively than female teachers. In Florida, which restricts state performance pay funding to individual teachers, I find that work effort and teacher turnover increase.     

英国中小学教师流失:特征、原因及其应对策略

近年来,英国中小学饱受教师短缺问题的困扰,不仅师资供不应求,离职现象也十分普遍,面临教师招聘困难与教师流失严重的双重困境。研究发现,繁重的工作量、较低的工资收入与职业生涯发展受阻等因素是导致教师离职的主要原因。为了应对日益严重的教师流失危机,英国政府致力于从改革问责制、增强教学改革的稳定性、助力教师提高课堂管理效率等方面减轻工作量负担;从上调工资幅度、提供薪酬补助金、资助养老金计划等方面整体上提升教师的薪酬;再通过制定完整的职业发展路径、鼓励实施灵活工作制、出台应对脱欧的政策意见等创造利于教师职业发展的条件。     

青年教师沙龙:校本教研的有效途径

课程改革的先行者面临"滞涨"的危机,立足实际、解决实践问题、发展教师实践性智慧的"青年教师沙龙"应运而生了。"沙龙"在改善教师学习、实践和反思的活动,促进教师可持续专业发展方面起到了积极的作用。     

Special education teachers’ experienced burnout and perceived fit with the professional community: A 5-year follow-up study

In many countries, including in Finland, promoting inclusive school practices supporting pupils’ equal rights for learning is the focus of school development. Special education teachers play a central intermediary role in developing inclusive school and classroom practices by providing support both for pupils and peer teachers. This may increase their risk of experiencing exhaustion, cynicism towards the teacher community and/or inadequacy in pupil–teacher relationships. However, the resources of a school's social working environment experienced as a functional teacher–working environment fit may buffer the risk of developing burnout. This study aims to gain a better understanding of the interrelation between, and development of, special education teachers’ experienced burnout symptoms and perceived teacher–working environment fit across time. The longitudinal study included two measurements (in year 2010, n = 760 and in year 2016, n = 485). The results show that special education teachers’ experienced inadequacy in pupil–teacher relationships predicted teacher exhaustion, cynicism towards the teacher community and inadequacy in pupil–teacher relationships 5 years later. Moreover, a perceived good teacher–working environment fit predicted lower cynicism towards the teacher community 5 years later.     

联合国“撒哈拉以南非洲师资培训计划”评析

撒哈拉以南非洲各国的教师数量短缺且质量不高给普及基础教育的目标提出巨大挑战。为此,联合国科教文组织在该地区组织实施了一项为期十年针对小学教师的撒哈拉以南非洲师资培训计划(TTISSA),致力于提高该地区小学教师地位与改善教师工作条件,改革师资管理的行政体制,开发适切的教师教育政策,提升教师专业的质量标准并确保其专业发展的连贯性。该计划的实施取得了一些成绩,但仍面临着重重困难。其原因是多方面的,主要表现为:计划的总经费不足、组织效率低下、政策本土化程度低以及各国教师教育经费极度缺乏等。     

Effective Practices for Mentoring Beginning Middle School Teachers: Mentor's Perspectives

In order to improve student achievement, school systems must provide new teachers with support to become effective teachers more quickly. Educators frequently use mentoring to support new teachers and reach the goals of improved classroom performance as well as teacher retention. The intention in this study was to provide insights into the mentoring of beginning teachers working in the middle grades. In this exploratory case study, three elements of a mentoring model deemed necessary for the implementation of effective mentoring for middle school teachers are presented. First, the mentor must forge a trusting relationship with the new teacher. Second, the mentor must support and guide the new teacher in creating a classroom environment that is supportive of learning. Third, the mentor must be able to support and guide the new teacher in instructional strategies appropriate to the content and context of the classroom. Furthermore, this research highlighted a need for mentors to receive ongoing training in classroom management, instructional practices, and relationship building in order to remain effective mentors. Without effective trained mentors programs will fail to meet their goals of improving instruction and retaining teachers past their induction year.     

斯霞的成长对教师专业发展的启示

到目前为止,关于素质教育以及素质教育对教师素质的研究很多,但是不可否认的是,在教育实践过程中,教师素质并没有随着研究的深入而得到明显提高,也并没有找到切实能够提高教师素质的有效途径。因此我们必须反思这种现象。而通过对在教育实践中形成的优秀教师的研究,提升出优秀教师的必备素质以及优秀教师成长的内在规律,这对提高目前教师素质或许是一个有效的途径。     

Linkage within teacher education: cooperative learning of teachers and student teachers

The close linkage between different institutions is widely recognized as a method of improving teacher education. This paper introduces an attempt to link university teacher training programmes with further teacher education thereby showing the benefits of the approach and factors influencing its success. To enable teachers and student teachers to participate, a blended learning course programme was designed. The findings presented in this article are based on a course evaluation comprising data from 19 teachers and 88 student teachers. The findings indicate that teachers and student teachers benefit in many ways through cooperative learning. For example, both groups appreciated having multiple perspectives and the opportunity to exchange their experiences and opinions. Communication and interaction between teachers and student teachers is significant to make cooperative learning successful. Adequate communication and interaction, satisfying for both participant groups, are crucial for the success of this approach.     

Teachers talking: the role of collaboration in secondary schools in Bangladesh

Teacher collaboration and support given from one teacher to another, focused on improving teaching and learning in the classroom, are notable by their absence in secondary schools in Bangladesh. This article identifies a number of constraints to developing a collaborative culture including the difficulty of the curriculum, the perceived low ability of many students, the teachers' own educational background and contextual factors which influence teachers' motivation. It suggests that informal collaboration for mutual support has the potential to increase teacher motivation but that this will only be achieved through building more collaborative ways of working through formal programmes grounded in classroom observation. It questions the validity for Bangladesh teachers of the model of teacher development programmes focused on teacher collaboration which emphasise teaching the ‘perfect’ lesson and suggests that without attention to student learning such programmes are unlikely to lead to increased collaboration or improved teacher practice in schools.     

Missing voices and possible dialogues: problems and possibilities for teacher education

ABSTRACT

Teacher education exists today in a context of rapid globalization, which affects the systems in which future teachers will work, the governance of teachers’ work, the students teachers will be teaching, as well as the policies, programs, curricula and students in teacher education itself. Several ideas recently have gained traction internationally and are shaping the working landscape of teaching and teacher education in many countries. This essay critically examines the circulation of what appear to be a small set of ‘core’ ideas that are influencing national and institutional policies of teacher education. I explore the emergence of new players in teacher education internationally, including individuals, corporations, and international bodies. Using policy documents, influential research studies, university program statements, and interviews, the essay provides a discursive analysis of the contradictory voices in what is becoming a global conversation of teacher education. In many ways, these ideas marginalize the voices of teachers and teacher educators. They tend to narrow the definitions of education and teaching. As a counterpoint to these widely circulating arguments, I explore how reciprocal teacher education exchange programs in China and the US create opportunities for alternative constructions of visions of teaching and teacher learning.