Continuity of caregiver for infants and toddlers in center-based child care: Report on a survey of center practices

The purposes of this mail survey were to describe the extent to which child care programs use continuity of caregivers with infants and toddlers, the factors influencing decisions to move infants and toddlers to new classes, the practices used to prepare them for such moves, and the extent to which respondents agreed with the concept of providing continuity of caregivers. Child care programs accredited by the National Association for the Education of Young Children and those that were not accredited were selected randomly from existing data bases. Results indicate that (a) relatively few programs use continuity of caregivers for infants and even fewer use it for toddlers; (b) the majority of programs consider children’s attainment of developmental milestones, their age, and the space available in the next class when deciding when to transition infants and toddlers to new classes; (c) most centers used a number of practices to prepare infants and toddlers to move to new classes; and (d) more respondents report agreement with using continuity of caregivers than practice it. Relatively few differences were noted across accredited and nonaccredited centers on these issues.     

Closing the gap: An analysis of teacher and administrator perceptions of organizational climate in the early childhood setting

This paper provides an overview of the dimensions of organizational climate as they relate to early childhood work environments. It reports the results of a study involving 629 early childhood workers representing 65 nonprofit and for-profit, center-based programs. The focus of the inquiry was to determine in what ways the administrators (N = 94) and teachers (N = 535) differed in their perceptions of organizational practices. Results of the data anlaysis show statistically significant differences with respect to how administrators and teachers view all 10 dimensions of organizational climate. In eight of the 10 dimensions, the differences were significant at p < .01. Program administrators consistently rated organizational climate more favorably than teachers. Research on differential climate perceptions in other work settings is summarized along with a review of studies supporting the importance of implementing practices that promote perceptual congruence.     

Outcomes of an Institutional Quality and Safety Residency Program Initiative

Although there are challenges in delivering a quality improvement initiative at academic medical centers, the potential benefits to resident physicians‐in‐training, hospitals, and patients are significant. This article describes the effects of an institution‐wide effort. Resident physicians‐in‐training from four medical specialty programs partnered with hospital staff while working on team quality‐improvement projects. We tracked clinical outcomes and used validated assessments. The results showed improvements in learning and organizational culture.     

The Search for Virtue

ABSTRACT

Sixty accredited MSW programs were surveyed to determine whether there were significant differences between those programs offering discrete ethics courses and those not doing so on a number of ethics education related variables. Results suggest virtually no significant differences on the variables examined, with the exception that programs offering discrete courses more often expose students to literature on the broad topic of moral philosophy. Also examined was the extent to which all of the programs surveyed were following the pedagogical recommendations of the ethics education literature reviewed. The results suggest that many MSW programs are not following these recommendations in a number of respects. The implications of these findings are discussed, and specific suggestions are offered for those faculty concerned with the ethics component of their course offerings.     

Improving and Sustaining Center Quality: The Role of NAEYC Accreditation and Staff Stability

Research Findings. This study examines child care centers that improved quality and sustained these improvements over time. Quality was assessed using the Early Childhood Environment Rating Scales (ECERS). Forty-three centers were visited three times over six years. Centers that substantially improved by Time 2 were not initially rated better than those that did not improve but did employ less harsh teachers. At the second visit, centers that improved substantially were higher in quality, employed more sensitive and less harsh teachers, had experienced lower teaching staff turnover, and achieved NAEYC accreditation. The vast majority sustained these improvements. Centers seeking NAEYC accreditation were more likely to become accredited if they received moderate to intensive support and experienced less teaching staff turnover. Centers were more likely to experience lower turnover if they paid staff higher wages. Practice or Policy. Resources to support centers in becoming accredited and to increase the retention of teaching staff can assist centers in improving and sustaining quality.     

Relationship-Focused Child Care Practices: Quality of Care and Child Outcomes for Children in Poverty

Research Findings: Child care delivery practices promoting continuous, primary caregiver-child relationships (relationship-focused child care) were evaluated for 223 preschool-age children (45% African American, 55% Latino) attending child care centers serving low-income children. Both relationship-focused and non-relationship-focused centers were accredited by the National Association for the Education of Young Children. Children in relationship-focused programs received more sensitive, involved, and affectionate caregiving and were more engaged with their caregivers than children in comparison centers, but some differences were greater for African American children. Outcomes associated with relationship-focused care included greater parent-reported child compliance and closer parent-caregiver relations, but no consistent benefits for cognitive school readiness, receptive language, or child behavior problems were found. Follow-up assessments were completed 1 year later for 119 children who remained in their programs. Social and cognitive outcomes improved over time, but some changes were moderated by child race/ethnicity and center type. Over time, parents reported greater child compliance and caregivers reported better parent-caregiver relationships in relationship-focused programs. Practice or Policy: Some social benefits of continuous, primary caregivers were found, but children's cognitive competencies improved with sustained attendance at these accredited programs regardless of the relationship-focused practices.     

Improving and Sustaining Center Quality: The Role of NAEYC Accreditation and Staff Stability

Research Findings. This study examines child care centers that improved quality and sustained these improvements over time. Quality was assessed using the Early Childhood Environment Rating Scales (ECERS). Forty-three centers were visited three times over six years. Centers that substantially improved by Time 2 were not initially rated better than those that did not improve but did employ less harsh teachers. At the second visit, centers that improved substantially were higher in quality, employed more sensitive and less harsh teachers, had experienced lower teaching staff turnover, and achieved NAEYC accreditation. The vast majority sustained these improvements. Centers seeking NAEYC accreditation were more likely to become accredited if they received moderate to intensive support and experienced less teaching staff turnover. Centers were more likely to experience lower turnover if they paid staff higher wages. Practice or Policy. Resources to support centers in becoming accredited and to increase the retention of teaching staff can assist centers in improving and sustaining quality.     

Relationship-Focused Child Care Practices: Quality of Care and Child Outcomes for Children in Poverty

Research Findings: Child care delivery practices promoting continuous, primary caregiver–child relationships (relationship-focused child care) were evaluated for 223 preschool-age children (45% African American, 55% Latino) attending child care centers serving low-income children. Both relationship-focused and non-relationship-focused centers were accredited by the National Association for the Education of Young Children. Children in relationship-focused programs received more sensitive, involved, and affectionate caregiving and were more engaged with their caregivers than children in comparison centers, but some differences were greater for African American children. Outcomes associated with relationship-focused care included greater parent-reported child compliance and closer parent–caregiver relations, but no consistent benefits for cognitive school readiness, receptive language, or child behavior problems were found. Follow-up assessments were completed 1 year later for 119 children who remained in their programs. Social and cognitive outcomes improved over time, but some changes were moderated by child race/ethnicity and center type. Over time, parents reported greater child compliance and caregivers reported better parent–caregiver relationships in relationship-focused programs. Practice or Policy: Some social benefits of continuous, primary caregivers were found, but children's cognitive competencies improved with sustained attendance at these accredited programs regardless of the relationship-focused practices.     

Factors That Influence Self‐Efficacy of Counseling Students: An Exploratory Study

The study examined whether age, prior work experience, number of courses taken, and number of internship hours have a positive relationship with counseling self‐efficacy. Participants were 116 counselor education students. The results from correlation and multivariate analyses of covariance revealed that the length of internship hours and prior related work experience were positively correlated with counseling self‐efficacy. The differences in counseling anxiety, affection adjustment, and assessment found between the students in programs accredited by the Council for Accreditation of Counseling and Related Educational Programs (CACREP) and those in non‐CACREP‐accredited programs disappeared when the background variables were controlled as covariates.     

Organizational health and teacher education

Abstract

The concept of organizational health in teacher education programs is conceptualized and investigated. Eleven dimensions of organizational health in academia are identified and described. In addition, the current state of affairs regarding organizational health as recognized by the faculty and administration of 12 colleges/schools of education in the United States is described. Respondents felt most positive about the dimension of loyalty and commitment; the resource utilization dimension received the most negative organizational health rating. Demographic variables of age, gender, type of appointment (administrative or faculty), academic rank, number of years at the present institution, and tenure status were examined to determine whether they influenced perceptions of organizational health in teacher education programs. Type of appointment was the most influential factor on perceptions of organizational health; administrators had significantly higher perceptions than did nonadministrators on 10 of the 11 organizational health dimensions. Age was also found to be a significant factor on more than one‐half of the dimensions, and number of years at the institution influenced perceptions of three of the health dimensions.     

Once Attained,Can Quality Child Care Be Maintained?

Research Findings: This study was designed to assess whether investments in child care quality were maintained 3 years after public funding for these centers was significantly reduced. An earlier evaluation documented significant improvements in classroom environments, teachers' sensitivity, and teachers' child-centered beliefs following a 15-month state intervention in 24 early care and education programs serving high numbers of children from low-income families. The current study used a quasi-experimental design, with pre- and postdata collected through direct observations and questionnaires in nonrandom treatment and comparison groups. Practice or Policy: Results at the 3-year follow-up showed that the majority (92%) of centers in the intervention group were accredited and that significant improvements in classroom environments were maintained after funding was significantly reduced. However, erosion in more sensitive measures (i.e., teacher sensitivity and child-centered beliefs) during the period of reduced funding suggested some concern that programs serving high concentrations of children from low-income families may require some consistent state support if they are to yield the positive life outcomes desired by economists and policymakers.     

Once Attained, Can Quality Child Care Be Maintained?

Research Findings: This study was designed to assess whether investments in child care quality were maintained 3 years after public funding for these centers was significantly reduced. An earlier evaluation documented significant improvements in classroom environments, teachers' sensitivity, and teachers' child-centered beliefs following a 15-month state intervention in 24 early care and education programs serving high numbers of children from low-income families. The current study used a quasi-experimental design, with pre- and postdata collected through direct observations and questionnaires in nonrandom treatment and comparison groups. Practice or Policy: Results at the 3-year follow-up showed that the majority (92%) of centers in the intervention group were accredited and that significant improvements in classroom environments were maintained after funding was significantly reduced. However, erosion in more sensitive measures (i.e., teacher sensitivity and child-centered beliefs) during the period of reduced funding suggested some concern that programs serving high concentrations of children from low-income families may require some consistent state support if they are to yield the positive life outcomes desired by economists and policymakers.     

社会支持与幼儿园教师留职意向的关系:组织公平感和工作投入的序列中介效应

社会支持是幼儿园教师应对职业压力的重要心理资源。为探讨幼儿园教师社会支持与留职意向的关系以及组织公平感与工作投入在二者关系中的作用,本研究选取了宁夏回族自治区1693名幼儿园教师为研究对象,采用社会支持量表、留职意向量表、组织公平感量表和工作投入量表进行测量。结果发现幼儿园教师的留职意向总体较好;社会支持和留职意向在教龄、园所性质、园所地域上存在显著差异,其中16年及以上教龄、公立幼儿园、村镇幼儿园教师的社会支持较高,留职意向也显著较高;社会支持、组织公平感、工作投入和留职意向两两显著正相关;社会支持对留职意向有显著的正向预测作用;组织公平感和工作投入在社会支持和留职意向之间起中介作用。具体而言,社会支持通过三条路径影响幼儿园教师留职意向,一是组织公平感的单独中介作用,二是工作投入的单独中介作用,三是组织公平感和工作投入的序列中介作用。为提高幼儿园教师的留职意向,应通过学前教育立法强化制度供给,切实改善幼儿园教师的社会地位与薪资待遇;通过文化和制度建设营造公平、公开、透明的组织环境;通过在职培训支持教师加强自身心理建设,引导教师客观看待问题,形成现实合理的期待,发展积极乐观的态度,主动增加工作投入。     

Organizational Culture and Socio‐cultural Values: Perceptions of Managers and Employees in Five Economies in Transition

This survey‐based study compared socio‐cultural values and perceptions of organizational culture characteristics held by more than 3,300 managers and employees in twelve business organizations in Hungary, Russia, Georgia, Kazakhstan, and the Kyrgyz Republic. Significant differences were found between the five countries on all socio‐cultural and organizational culture dimensions. The relationship between socio‐cultural values and the organizational culture perceptions was only moderately significant. The paper concludes with implications for professionals seeking to enhance organizations' performance in these countries and suggestions for further research.     

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.     

Globalizing the Business School Curriculum: The Fordham Experience

ABSTRACT

Catalogs, application packages, and program materials from 106 business schools were analyzed to determine the degree of international coverage in business schools' curricula. The study found that 49% of the accredited schools and 33% of the non-accredited schools had international programs. In the accredited schools, 63% of the international programs were at the graduate level, whereas in the non-accredited schools, 92% were at the undergraduate level. Moreover, 92% of the AACSB accredited schools and 89% of the non-accredited schools offered international courses. The trend is to require international functional courses, such as international finance, in the traditional MBA programs and offer international functional courses as electives in the traditional BBA programs. In the BBA programs, there is an increasing tendency to offer foreign culture and foreign history courses. Several traditional MBA programs offer courses, such as global management or a general global business environment.     

The influence of work values on job and career satisfaction, and organizational commitment among Korean professional level employees

The study contributes to the work values literature as well as to the knowledge base of meaning of working in Asian economies. It represents the results of an empirical study of Korean mid-level employees in diverse industries, investigating the effects of different understandings of work and non-work dimensions on job satisfaction, career satisfaction, and organizational commitment. With a sample size of some 420 responses from 16 different companies, age differences were found for overall meaning of work and also for the effects of importance of working for global organizational commitment. Non-work related dimensions appeared unrelated to work-related outcome variables. We conclude that to a limited degree, age related differentiation exist in relation to work meanings and separation of work and non-work domains for work-related effects. The implications for theory and practice of this research are also discussed.     

Elite Female Business Students in China and Norway: Job‐Related Values and Preferences

The focus of this paper is on the work‐related values, preferences, and future expectations among female students at two elite business schools in China and Norway. The paper argues that while gender theory predicts no significant differences between these two groups, both cultural and economic development theory imply fundamental differences. The overall picture we get from this study is mixed, in that while both cultural dimensions and economic development dimensions generally have a significant impact on the variations in job‐related values between the selected Chinese and Norwegian female business students, there are also commonalities that are ascribable to gender. That is, while there clearly are differences between the two groups there are also a number of significant similarities.     

Normative nature of workplace activity and knowledge

In this chapter, activity in the front offices of selected motels is examined for its normative content. The data were collected by videotaping actual activities in a range of motels, differing in terms of location, size and organizational structure, as well as in the characteristics of clientele that would be likely to stay there. Transactions between staff, between staff and customers, and between staff and the researchers were transcribed and analyzed in terms of the object and normative actions of the activity systems. Normative content was an important aspect of activity in these work settings, but was highly situated and related to concrete action directed at the object of the system. It is argued that, because the normative nature of practical knowledge relates directly to the object of concrete practice in work settings, the teaching of generic knowledge is problematic.     

高校教师心理资本、工作资源与工作投入关系的实证研究

为了解高校教师工作投入状况及工作资源对高校教师工作投入的影响作用机制,采用问卷调查法对浙江省9所高校287名教师进行了调查。结果表明：高校教师的工作投入水平较好,工作投入及活力和专注维度得分在教龄差异上显著,并呈现两头高、中间低的“U”型特征,工作投入及其三个维度得分在对收入满意程度上差异显著,并随着对收入满意程度的增高呈上升趋势;工作资源、心理资本对工作投入均具有显著的正向影响;心理资本在工作资源与工作投入之间起部分中介作用。