Job Satisfaction and Withdrawal Cognition among Preservice Teachers

This study attempts to survey the different levels of job satisfaction among 350 preservice teachers who had experienced their first teaching practicum at the end of their first year of training. Four scales for job satisfaction (perception of the work environment, intrinsic reward, career prospects and career commitment) and a scale for withdrawal cognition were administered to the preservice teachers. A study of their attitude profiles revealed that a high proportion of the preservice teachers experienced negative feelings about various aspects of career prospects, particularly, salary and career advancement. In the area of career commitment, nearly 37% of the trainees felt that the teaching profession was not always their ambition. Despite the less‐than‐expected commitment level and perception of career prospects, trainees had positive feelings for the work environment and intrinsic reward for the profession in many aspects. A multiple‐regression model fitted to the data gave the result that perception of career prospects and career commitment were highly significant predictors of withdrawal cognition.     

论高职教师个人职业规划

高职教师个人职业规划是高职教师为获得个人发展和事业上的成就而进行的职业规划,它包括能力的开发和态度的培养两个方面。这一规划需要经过个人职业评价、职业目标选择、职业发展条件分析、个人规划方案制定与实施等环节才能形成;同时,需要个体内在动力的充分发挥和学校组织环境的有利帮助才能完成。     

Career plans and work perceptions of preservice teachers

This article examines the reasons for entry, work perceptions, and the future career plans of 272 preservice teachers who entered a highly selective graduate teacher education program in 1987 and 1988. The profile of their job expectations was compared with that of a sample of experienced teachers. The study concludes that these talented students are entering the profession mainly for altruistic reasons and have fairly realistic views of working conditions; however, many plan to remain only if they derive the expected satisfaction from working which children. The findings are compared to labor market forecasting theories which could direct policy makers in their efforts to attract and retain high ability individuals to the teaching profession.     

中职教师职业认同对工作投入影响的实证研究

中职教师队伍建设是决定职业教育发展的重要一环,职业认同对工作投入具有正向预测作用,职业认同可以影响工作投入进而影响中职师资队伍建设的整体水平。为发挥人力资源优势,提升中职师资队伍水平,通过对浙江省内5所中职学校的350名中职教师进行问卷调查,采用了描述统计与回归分析的方法,分析了中职教师职业认同对工作投入的影响。研究发现:浙江省中职学校教师的职业认同水平和工作投入水平均处于中等偏上水平。中职教师对自己职业的积极评价越高,愿意以“中职教师”自称的意愿越强,对职业荣辱与共的情感越强烈,工作过程中做出行动的倾向越强,都会对中职教师工作投入产生更显著的正向影响。     

Perceptions of Retirement Affect Career Commitment: The Mediating Role of Retirement System Satisfaction for Two Teacher Age Groups

This study investigated a sample of California elementary, intermediate, and high school employed teachers (N = 247) to assess the effects of retirement perceptions on career commitment among teachers who are in different age groupings. Using path analysis, the influence of five retirement perceptions variables was examined: concerns about retirement benefits, understanding of the retirement system, perceived need for system change, control over the retirement plan, and satisfaction with current salary. The results indicated that the pattern of results differed for younger and older teachers. For the younger (age 21–45) group, concerns about retirement benefits (such as losing or reducing benefits through geographic mobility) and control over the retirement plan had significant, large, and direct effects on career commitment. For the older (age 46+) group, retirement variables had a significant effect on career commitment via the mediator of satisfaction with the retirement system. Given these findings, for younger teachers, strategies might focus on providing greater control over the retirement plan, such as in offering choice in how their retirement monies are invested. Older teachers need to feel safe about retirement in the sense of being satisfied with the system and its benefits to commit to their jobs.     

人才培养模式转型期高职院校教师满意度的调查与分析

随着高职教育人才培养模式“颠覆式”的改革,高职院校教师满意度发生了变化。通过对全国不同地区100多所高职院校任课教师工作本身、福利报酬、社会地位、教师管理、人际关系和职业发展6个方面进行随机调查,结果表明,教师身心压力大、收入低成为突出问题。关注高职院校教师满意度,提高其工作积极性,可以为高职教育的发展提供借鉴。     

Analysis of job satisfaction of university professors from nine Chinese universities

Research on work life and job satisfaction of university professors is becoming an important research issue in the field of higher education. This study used questionnaires administered to 1 770 teachers from different levels, types, and academic fields of Chinese universities to investigate job satisfaction among university professors and the relationship between job satisfaction of university professors and the organizational characteristics of the university. The job satisfaction of Chinese university professors includes six dimensions: career development and school management, teaching and research services, salary, benefits and logistical services, professional reputation, teaching and research facilities, and the work itself. The overall job satisfaction levels are close to average, with salary and benefits receiving the lowest level of satisfaction. The organizational characteristics of universities, such as school type, school level, academic field, organizational climate, evaluation orientation, and school management, all have significant effects on the overall job satisfaction of university professors. The organizational climate and school level affect all six dimensions of job satisfaction among university professors.     

东亚高绩效四国教师工作满意度及其影响因素--基于TALIS数据的多水平分析

本研究基于TALIS 2013调查数据,构建多水平数据模型,实证东亚地区中国上海、日本、新加坡和韩国的教师环境满意度和职业满意度及其影响因素。研究发现:教师有效专业发展和教师合作对中国上海、日本、新加坡和韩国的教师工作满意度有显著正向预测作用;学校层面的相互尊重氛围对中国上海、日本、新加坡的教师工作满意度有显著正向预测作用。设计有效的专业发展活动,开展多种形式的教师合作,并营造相互尊重的人际关系氛围,是提升教师工作满意度的路径。     

Teachers’ Commitment to the Field and Teacher–Child Interactions in Center-Based Child Care for Toddlers and Three-Year-Olds

Defining teacher characteristics that are associated with effective teaching continues to be a challenging task for the field of early care and education. Much of the research examining classroom quality has focused solely on teacher characteristics such as education and experience; However, teachers’ commitment to the field of early care and education defined as including job satisfaction, perception of the job as a long-term career, education level, years of experience, and membership in a professional organization may be an important characteristic to consider in teachers’ interactions with children in the classroom, especially teachers of very young children. Using the NICHD Study of Early Child Care data at 15, 24, and 36 months, the present paper examines characteristics of early childhood teachers’ commitment to the field and the assessed quality of teacher–child interactions in the classroom. Results indicate that overall, these characteristics significantly predict the quality of teachers’ emotional and cognitive support provided to children as measured by the Observational Record of the Caregiving Environment (ORCE). Characteristics of commitment to the field were stronger predictors of the cognitive support than the emotional support teachers’ provide in classrooms. The current work provides important information to consider in discussions of how characteristics of early childhood teachers influence their interactions with children in classrooms.     

学缘关系对大学教师学术职业发展影响的实证研究——以H大学为个案

本文基于H大学2003-2006年的职称评审数据,采用Logistic回归分析方法,探讨学缘关系对大学教师学术职业发展的影响。研究发现,尽管人力资本仍是学术职业发展最重要的内在逻辑,但学缘关系对大学教师学术职业发展的影响日益显著。学缘关系越丰富的大学教师,取得学术职业发展的可能性越大;不同种类的学缘关系对大学教师学术职业发展的影响程度不同,在控制其他因素的条件下,本科、硕士与博士在同一所学校就读并留校任教的大学教师学术职业发展可能性最大,具有硕士学缘关系的大学教师学术职业发展可能性最小。基于上述结论,本文提出深化教师聘任制度改革、完善职称评审制度与加快学术劳动力市场建设等一系列政策建议。     

Professional aspirations among pre-service teachers: personal responsibility,time perspectives,and career choice satisfaction

Exploring the direct and indirect effects of pre-service teachers’ sense of personal responsibility on their professional aspirations through affective (i.e., career choice satisfaction) and cognitive (i.e., time perspectives) variables may enable teacher educators and policy makers to better describe the factors influencing teacher development in an era of teacher accountability. Indeed, current teacher accountability movements rather neglect the ‘teacher’ as a person who has professional aspirations, a sense of personal responsibility, career choice satisfaction and time perspectives within which these professional aspirations are contextualized and/or interpreted/reinterpreted. This indicates that it is important to consider pre-service teachers’ professional intentions together with their sense of responsibility, professional satisfaction, and time perspectives in order to inform current accountability movements more comprehensively. Thus, the current study examined whether pre-service teachers’ sense of personal responsibility, time perspectives, and career choice satisfaction were significantly related to their professional aspirations, with a particular focus on the mediating roles of their time perspectives and career choice satisfaction. A total of 511 pre-service teachers voluntarily participated in the study. Correlation, multiple regression, and structural equation modeling analyses were conducted in order to analyze the data in a comprehensive manner. The results showed that aspects of pre-service teachers’ sense of personal responsibility were significantly and positively related to their professional aspirations, career choice satisfaction, and future time perspective. The results also showed that career choice satisfaction and future time perspective played significant mediating roles in the relationships between personal responsibility and professional aspirations. Notably, the mediating role of career choice satisfaction was stronger than that of the mediating role of future time perspective. Overall, the results of the study reveal that the correlational patterns, derived from the links between pre-service teachers’ sense of personal responsibility, career choice satisfaction, future time perspective, and professional aspirations, have clear potential to inform teacher educators and policy makers regarding the factors influencing pre-service teachers’ engagement with the teaching profession and professional development aspirations.     

农村中小学核心教师离职意图的实证研究

对696名农村核心教师进行了问卷调查,结果显示：27.9％的农村核心教师有较明显的离职意图.影响该群体离职意图的因素从大到小依次为学校管理因素、工作因素、教师自身发展因素和经济因素.要留住农村核心教师,政府和学校应为他们提供恰当激励,营造良好工作氛国,以及规划多种职业发展路径.     

Does high-quality professional development make a difference? Evidence from TIMSS

Abstract

While professional development has been emphasised in many countries, few comparative studies have examined the degree of teachers’ participation in professional development and its effect on teachers. Using the TIMSS 2007 data, this study analyses to what extent teachers participated in professional development in 50 TIMSS countries and examines the relationship among high-quality teachers’ professional development, teachers’ beliefs, attitudes and job satisfaction. The study found that the extent to which teachers have participated in professional developmental activities was surprisingly low. In particular, teachers in 47 countries have rarely participated in active learning. The study also found that high-quality teacher professional development was significantly associated with greater job satisfaction, higher expectations for student performance and more positive attitudes in teachers concerning their implementing the school’s curriculum. Policy implications for professional development are discussed.     

高校青年教师生存状态的调查与分析——以天津地区高校为例

正处于职业发展起步阶段的年轻群体,高校青年教师面临着巨大的工作、生活与发展压力。三重压力直接或间接负向影响着青年教师的职业满意度与生活满意感,其生存状态令人堪忧。因此,高校必须重视并尽快改善青年教师的生存状态,创造良好的生存环境,促进青年教师的快速成长,从而更好地发挥其在高校教育事业发展中的主力军和高校教学科研工作中的新生力量的作用。     

Student-teacher agreement on classroom goal structures and potential predictors

This study examined whether teachers and students agree in their perceptions of the mastery goal structures dimensions task, autonomy, recognition/evaluation, and grouping. Additionally, potential predictors, namely students' achievement and teachers' basic psychological need satisfaction at work, were investigated. Using a sample of 1099 secondary school students and their 57 teachers, results from multilevel structural equation models revealed moderate agreement for grouping and no agreement for the other dimensions. Higher levels of achievement narrowed the gap between teachers' and students' perceptions of autonomy and recognition/evaluation. No effects of need satisfaction were found for any of the mastery goal structures dimensions.     

高校青年教师生存状况与职业发展研究——基于重庆市的调查分析

通过对重庆市七所高校青年教师生存状况和职业发展状况进行调查发现:从总体上看,青年教师对从事的职业基本认同,但在其工作压力、人际关系、经济收入、身体健康、职业发展环境、科研任务、培训交流等方面存在着一些亟待解决的问题。要解决青年教师生存与发展中存在的这些问题,需要高校从改善评价机制、优化绩效政策、加强思想引导等方面采取措施。     

浅析发展性教师评价的激励因素

发展性教师评价是面向教师,以促进教师发展为目的的评价,是持续不断的过程评价,是多角度的全景式评价,能激发被评价者对工作的主体感,满足被评价者信息沟通的需要,增强被评价者的职业认同感,只有掌握发展性教师评价的实质,才能充分发挥其激励功能,使这一评价模式为教育增添活力。     

Making curriculum relevant to the lives of second level students: Teachers’ classroom practice

Abstract

This paper examines the professional practices of exemplary, post‐primary teachers in Ireland, England and the USA and identifies the ways in which these teachers make classroom experiences relevant to the lives of their students. In making the curriculum relevant, the teachers plan rich experiences and overtly discuss career requirements while focusing on the development of students’ personal and societal values together with their intellectual development and academic attainment. The main strategies used by these teachers to convey the relevance of the curriculum comprised self‐disclosure, the purposeful selection of curriculum content and instructional strategies, and the use of unanticipated opportunities which arise in the course of instruction.     

“I chose to become a teacher because”. Exploring the factors influencing teaching choice amongst pre-service teachers in Ireland

This study investigated the suitability of the FIT-Choice scale for use within an Irish Initial Teacher Education setting with a cohort of first year pre-service teachers (n = 143), from across five different subject disciplines. Exploratory factor analyses were conducted to examine participants’ motivations for choosing teaching as a career, as well as their perceptions about teaching. The results were found to be consistent with the original FIT-Choice structure thus supporting the validity of the FIT-Choice scale within this Irish Initial Teacher Education context. Prior teaching and learning experiences, as well as perceived ability, were found to be the strongest influential factors in participants’ decision to become a teacher. These findings further highlight the prominence given to subject-based knowledge in Ireland. The relationships between participants’ motivations for becoming a teacher and their satisfaction with career choice were also examined. Choosing teaching as a fallback career was negatively related to satisfaction, whereas a desire to work with children was found to be a significant positive predictor.     

从一项调查问卷谈中外合作办学项目教师的培养与管理

中外合作办学教师的满意度与项目的发展休戚相关,我们应该把提高教师满意度作为一项长期工作来抓,努力发现教师培养与管理工作中存在的问题和不足并及时地加以解决。基于调查问卷,本文认为应从培养与管理两方面着力提高中外合作办学教师的专业能力与职业素质,通过事业促进教师发展,人本管理增强教师归属感与责任心,制度管理促进规范化,以有效激励中外合作办学教师工作的积极性和主动性,提高其满意度,形成教师和学院共好的良性发展局面。