Health Science Curriculum Reform: A framework for evaluation

This paper presents a framework for evaluating curriculum changes undertaken in the University of Sydney's Faculty of Health Sciences. In a climate of shrinking resources for higher education in Australia and an international move away from 'mono-disciplinary' educational practices, the Faculty of Health Sciences has undertaken curriculum reform to decrease the staff time associated with preparing and delivering many versions of similar units of study and increase the opportunities for disciplinary mingling at an undergraduate level. Twenty-nine cross-disciplinary units of study in which students from a range of disciplines will work together have been introduced to replace 100 units of study unique to individual disciplines. It is expected that the curriculum changes will create savings in terms of staff time that can be diverted to other activities, such as research, reduce the workload demands of assessment on staff and students and improve students' learning experiences, particularly with regard to working in teams, multidisciplinary teaching and learning environments and overall course satisfaction. The paper presents a framework of cost-consequence analysis for evaluating the curriculum changes and presents some preliminary comparative data.     

企业研发人员绩效多层灰统计综合评价

从基础素质、工作能力、工作态度、工作过程、工作业绩5个方面构建企业研发人员绩效综合评价指标体系,结合层次分析法与灰统计法构建多层评价模型,对3位研发人员绩效进行综合评价,数据处理过程简洁明了,3位评价对象高度认可评价结果,说明该评价模型能够较好地解决了研发人员的绩效评价量化问题。     

Academic Workload and Working Time: Retrospective Perceptions Versus Time‐Series Data

The purpose of this article is to examine the validity of perceptions by academic staff about their past and present workload and working hours. Retrospective assessments are compared with time‐series data. The data are drawn from four mail surveys among academic staff in Norwegian universities undertaken in the period 1982–2008. The findings show that many academic staff retrospectively perceive that expectations of their work and task performance have increased and hence that they now work longer hours. In contrast, when time‐ series data are used to measure changes in time use (on an aggregate level) no empirical evidence is found in support of this claim; instead, a slight decline in the average number of weekly working hours can be observed. Two possible reasons for this disparity are discussed. First, that heavier workloads do not necessarily imply that academic staff work longer hours. Second, that younger generations of academic staff may report fewer work hours than previous counterparts.     

Pedagogical staff in children’s day care centres in Germany – links between working conditions,job satisfaction,commitment and work-related stress

This article investigates links between staff working conditions in children’s day care centres (Kindertageseinrichtungen – known as Kitas in Germany), job satisfaction, commitment and perceived stress at work. Data are based on the nationwide, representative questionnaire survey AQUA (Arbeitsplatz und Qualität in Kitas – Workplace quality in children’s day care centres), a project conducted by the State Institute of Early Childhood Research in Munich. From the participants’ responses (N_total = 6606) regarding their working conditions, an index was established that permitted a categorisation into three groups of quality. Well-established instruments and scales were used to measure general job satisfaction and commitment. The Effort–Reward Imbalance (ERI) model by Siegrist and colleagues (2004) was used to examine stress at work. Results indicate that staff working under good conditions show higher job satisfaction, higher commitment values and less stress at work. Furthermore, distinct differences could be found between centre directors and staff without a leading function.     

中小民营高科技企业研发人员工作满意度研究

在已有员工工作满意度研究的基础上,针对中小民营高科技企业研发人员的工作特征和个性特征设计了工作满意度问卷。通过对问卷做方差分析,得出结论:研发人员对目前工作满意程度不高;年轻人对于目前工作满意度最低;不同年龄阶段的员工在工作协作维度的满意度差异最大;高学历者对目前工作回报和工作条件满意度很低。     

Stress,Coping Strategies and Job Satisfaction in University Academic Staff

This study aims to identify sources of stress and consequent stress levels in university academic staff, to identify the coping strategies used by staff, and to examine the relationship between stress levels and job satisfaction. The study sample, consisting of 414 (305 males and 109 females) academic staff, was asked two open‐ended questions which invited them to specify the five main causes of stress in their lives in general and at work. The Life Stress Scale (LSS) was used to assess academics’ stress levels. A coping strategies list was used to identify the strategies used by academic staff during stressful periods. Two questions were asked to assess the level of satisfaction felt by academics with their jobs. The results indicated that academic staff rate work as the most significant cause of stress in their lives (74%) and conducting research (40.3%) was the main cause of stress at work. Results showed also that 74.1% and 10.4% of the academic staff fall into the moderate and serious stress categories respectively, and that there were no significant differences between males and females in stress levels. There were significant differences between the four academic rank groups in stress levels, with lecturers as the most stressed group. The results also indicated that academic staff use a wide range of coping strategies. A negative significant correlation between stress and job satisfaction (r= – 0.444) was found, indicating an inverse relationship between stress level and satisfaction.     

Job change in later life: A process of marginalization?

Adopting a longitudinal approach, this article examines downward occupational mobility (DOM) later in working life and its effects on job satisfaction and perceptions of working conditions of older workers in Europe. The main aim was to test whether the risk that workers will be negatively impacted and marginalized in the labor market due to demotion into lower quality jobs is offset by benefits. Based on an ordinal logistic regression of merged Survey of Health, Ageing and Retirement in Europe and English Longitudinal Study of Ageing datasets, the study found a positive significant impact of DOM on overall job satisfaction. Moreover, DOM was associated with a statistically significant reduction in workload pressure, although it did increase physical work demand. This article adds to the literature on marginalization of workers with indications that the lower income and status associated with DOM at older ages may have offsetting benefits.     

Allocation of Academic Workloads in the Faculty of Human and Social Sciences at a South African University

ABSTRACT

This article reports on the results of a statistical analysis of the weekly working hours of academics in a Faculty of Human and Social Sciences at a South African university. The aim was to quantify, analyse and compare the workload of academic staff. Seventy-five academics self-reported on their workload by completing the workload measuring instrument. The results indicated that there were no statistically significant differences in the total working hours per week in terms of gender, schools, academic qualifications and positions. However, there were statistically significant differences in the hours spent performing core academic activities such as teaching and learning, administration and management, research and postgraduate supervision, and community engagement and services to the scholarly community. The results indicated inequalities in the workload allocation of academic staff, with some staff members being underutilized and others significantly over worked.     

基于Stacking模型融合策略的脑力负荷等级评定方法

脑力负荷是一种新兴的可以反应操作者认知状态的指标,其与事故风险及工作效率密切相关,所以实时且准确地评估操作者脑力负荷等级具有重要意义。Stacking模型融合策略可以较好地融合不同分类器与不同特征的学习能力。基于8名参与者的脑电生理信号以及Stacking模型融合策略,设计了3种新型模型进行脑力负荷等级判别。在对新模型进行训练与预测的同时,将其与其它主流分类器进行性能对比。实验结果显示,二维融合模型性能提升最为明显。     

Occupational stress in UK higher education institutions: a comparative study of all staff categories

The higher education sector in the UK continues to experience significant change. This includes restructuring, use of short‐term contracts, external scrutiny and accountability, and major reductions in funding. In line with this, reports of stress at work in higher education institutions have also increased. The study reported here was carried out using a stratified random sample of all categories of staff (academic and non‐academic) from 14 UK universities and colleges. Levels of occupational stress were measured using the ASSET model. The results showed that the most significant source of stress for all higher education staff (irrespective of category of employee) was job insecurity. In comparison to the normative data, staff also reported significantly higher levels of stress relating to work relationships, control, and resources and communication, and significantly lower levels of commitment both from and to their organization. However, they also reported significantly lower levels of stress relating to work‐life balance, overload and job overall, and lower levels of physical ill‐health. Significant differences were identified between staff working at Old versus New universities and by category of employee. These results support the growing evidence that universities no longer provide the low stress working environments they once did.     

Exploring the utility of workload models in academe: a pilot study

The workload of academics in Australia is increasing. Among the potential ramifications of this are work-related stress and burnout. Unions have negotiated workload models in employment agreements as a means of distributing workload in a fair and transparent manner. This qualitative pilot study aimed to explore how academics perceive their current workload and the utility of workload formulas within their workplace. The findings revealed five themes: scepticism, anger, vindication, justice and balance. Workload models appear to have utility within academia as a means of balancing role expectations in an equitable and transparent manner. They are also useful for demonstrating workloads to management objectively and identifying staff at increased risk of burnout because of inappropriately high workloads. Problematic issues identified were perceptions that workload models are management tools to control and monitor the workplace, and their implementation would not result in change.     

The Adult Student and Course Satisfaction: What Matters Most?

Student satisfaction with a course is important because it can contribute to student retention, and it can also be used as one way to assess faculty effectiveness. This investigative work suggests that course satisfaction among non-traditional, adult students seeking business degrees is positively influenced by giving attention to four specific service-based factors. Based on feedback from 1,725 such students and 214 instructors at five institutions of higher education, a service-based model of course satisfaction is proposed. This model focuses on four manageable variables that are observed as influencing adult students’ satisfaction with a business course: relevancy of subject-matter, faculty subject-matter competency, faculty classroom management, and student workload.     

The Use of Time by Academic and Related Staff

This paper reviews surveys of the use of time by academic staff between 1962 and 1994. It reports on the findings of a time diary survey in 1994 of the use of time by academic and academic-related staff at British'old'universities during working weeks in term-time and vacation. The results of the time diary survey are analysed according to respondents'sex, staff grade, type of week, age, type of work, and time when work took place. The results are compared with results of previous surveys, and trends through time are suggested. In conclusion, the paper considers the recent mass expansion of higher education, the effects of this in increasing the workload of university staff, and measures to ameliorate this situation.     

Academic workload: the silent barrier to the implementation of technology-enhanced learning strategies in higher education

The effect of technology-enhanced learning (TEL) strategies in higher education has arguably been transformative despite the not-insignificant barriers existing in this context. Throughout the discourse very little attention has been paid to those primarily responsible for this implementation—academic teaching staff. This paper aims to highlight the impact of academic workload allocations, an often silent barrier to the uptake of TEL strategies in higher education. We will discuss the effects of academic identity and culture, preferential time allocation to associative activities, academic technological capacity, university policies and workload and funding models on the uptake, and implementation on TEL in higher education. Our aim is to highlight the risks to staff, students and institutions should these concerns not be addressed and to propose a model for utilisation by all staff responsible for implementing flexible workload models supportive of further implementation of TEL strategies across the sector.     

Defining and Evaluating Models of Cognition Used in Educational Measurement to Make Inferences About Examinees' Thinking Processes

The purpose of this paper is to define and evaluate the categories of cognitive models underlying at least three types of educational tests. We argue that while all educational tests may be based—explicitly or implicitly—on a cognitive model, the categories of cognitive models underlying tests often range in their development and in the psychological evidence gathered to support their value. For researchers and practitioners, awareness of different cognitive models may facilitate the evaluation of educational measures for the purpose of generating diagnostic inferences, especially about examinees' thinking processes, including misconceptions, strengths, and/or abilities. We think a discussion of the types of cognitive models underlying educational measures is useful not only for taxonomic ends, but also for becoming increasingly aware of evidentiary claims in educational assessment and for promoting the explicit identification of cognitive models in test development. We begin our discussion by defining the term cognitive model in educational measurement. Next, we review and evaluate three categories of cognitive models that have been identified for educational testing purposes using examples from the literature. Finally, we highlight the practical implications of "blending" models for the purpose of improving educational measures .     

The effect of working condition on math teacher effectiveness: value-added scores and student satisfaction in teaching

The purpose of this study is to better understand how math teachers’ effectiveness as measured by value-added scores and student satisfaction with teaching is influenced by school’s working conditions. The data for the study were derived from 2009 to 2010 Teacher Working Condition Survey and Student Perception Survey in Measures of Effective Teaching Project. Using the structural equation modeling and other related methods, several models of teacher effectiveness were estimated. The findings indicate that among the examined working condition factors, support for instruction and for student conduct management have significant effects on teachers’ value-added scores in mathematics. Moreover, the student satisfaction with teaching seems to have a mediating effect on value-added scores. The findings of the study significantly contribute to a better understanding of the effects of working environment on math teachers’ effectiveness and how improvement in working conditions can enhance math teachers’ performance.     

Testing a Mediational Model of Communication Among Medical Staff and Families of Cancer Patients

Three structural equation models of communication between family members and medical staff were examined to understand relations among staff accessibility, inhibitory family attitudes, getting communication needs met, perceived stress, and satisfaction with communication. Compared to full and direct models, a mediational model fit best in which the independent variables family attitudinal inhibitions toward communicating with staff and accessibility to medical staff were mediated by getting communication needs met in predicting communication satisfaction and perceived stress. There was 47% explained variance in getting communication needs met, and 41% and 16% explained variance in communication satisfaction and perceived stress, respectively. Those family members who reported greater access to staff and fewer attitudinal inhibitions reported greater levels of getting communication needs met, which in turn, was associated with greater communication satisfaction and less perceived stress. These findings have important implications for health care providers and managed care and mental health professionals regarding family needs and well-being in the context of illness.     

基于业务流程外包的工学合作工作室探讨

工学结合是高职教育中进行工作过程导向的课程系统化设计、推行基于工作过程＂教学做＂一体化课程改革的基础。传统的工学合作主要有＂将学生派往公司实习实训＂、＂请公司资深人员进校授课＂、＂集中实训＂三种常见模式,它们各有特点又有明显的不足。本文以动漫设计专业为例,综合传统工学合作模式的经验与教训,建立一种较为可行的合作模式——基于业务流程外包的工学合作工作室,并以期该模式对于其他专业同样有参考之处。     

山西省高校教师工作满意度的调查研究

通过对山西省七所高校281名教师进行的工作满意度的调查研究表明:女性教师要比男性教师的工作满意度要高,但在工作满意度的各个维度上并无显著差异;不同婚姻状况在上级满意度、工作环境满意度、晋升的满意度上存在差异显著。未婚教师整体上要比已婚教师的工作满意程度高。不同年龄段的高校教师在工作满意度的各个维度上差异均显著,尤以30-39岁、40-49岁年龄段的高校教师工作满意度的得分低;不同学历的高校教师在对上级、对工资的满意度上差异显著;不同职称的高校教师在工作满意度的各个维度上差异均为显著,讲师与副教授工作满意度的得分较低;不同工作时间的高校教师在工作本身满意度、上级满意度以及工作环境满意度的维度上存在显著差异,工作时间为11-20年的高校教师各项工作满意度的指标得分均较低。