浅谈教育学院科研档案的收集与整理

科研档案是在教育科研过程中形成的各种文件材料 ,对这些文件材料的收集与整理是科研管理工作的重要组成部分 ,无论对研究人员来说 ,还是对科研档案管理者来说 ,都必须提高认识 ,掌握一定的收集和整理的业务知识和方法 ,做好科研档案收集与整理工作。     

Assistant principals in high-stakes accountability environments: The effects of job attributes and school characteristics

This study addressed the topic of job specifications and school characteristics since there is a shortage of quality AP applicants in high-stakes accountability environments. It is important to learn about allocation of duties from educational administrators with on-the-job experience as well as to learn why current APs would consider applying for other AP positions. The purpose of this study was to investigate the impact of job attributes (instruction, discipline), school level (elementary, middle, high), and school achievement (in-need-of-assistance, progressing, meets goal) on applicant’s rating of an AP position. This research study used an experimental design. A main effect for job attributes indicated that instruction was significantly higher than discipline when attracting assistant principals. Implications for practice and research are discussed.     

The development of mental rotation abilities through robotics-based instruction: An experience mediated by gender

The research literature on the topic of “spatial ability” reveals that it has a major influence on achievement in the fields of science, technology, engineering and mathematics. Additionally, previous studies indicate the existence of a gender gap in spatial ability in favour of males. Mental rotation, one subskill of spatial ability, is an area in which gender differences are greater. At the same time, educational robotics is seen as one of the more promising technologies in educational contexts for the future. We conducted a quasi-experimental study with 142 seven- and eight-year-old students aimed at analysing whether robotics-based instruction may produce greater learning gains on mental rotation abilities compared to traditional instruction. The intervention was developed in the context of map-reading tasks, which are part of the curricular content in Mathematics and Social Sciences at this age. The results showed that for males, the robotics-based instruction promoted a significantly greater improvement in students’ mental rotation abilities compared to the control group. By contrast, no significant differences were observed for females. Although this study provides empirical evidence of the potential of robotics-based instruction, future studies need to deeply analyse the existence of gender differences in the learning gains obtained through educational robotics.     

基于"任务驱动"网络教学模式的平台设计

“任务驱动”网络教学模式旨在给学生提供从学习目标到学习评价的适合个性化学习的完整机制,从而用全新的教育理念指导教学模式、过程管理和教学评价的改革。作为基础性的工作,应使用适当的技术实现该模式的教学和管理平台,从而为研究型课程的开设、形成性考核和实践教学评价提供一种新的手段。     

领导部属交换与组织自尊及工作满意度的关系研究

采用定量的研究方法,探讨了中国民营企业经理人的领导部属交换与工作满意度的关系,特别是组织自尊在两者关系中的中介作用。本文通过问卷调查民营企业324位经理人,并运用多元回归和层次回归对假设模型进行了检验。实证结果显示,领导部属交换与经理人的工作满意度呈正相关关系,经理人的组织自尊在领导部属交换与经理人的工作满意度之间起部分中介作用。研究表明,我国民营企业的领导要与其经理人下属建立高质量的交换关系,而且要在关系构建中通过信号显示让经理人感觉到自己对组织的重要性,从而通过让经理人的组织自尊的提升来提高其工作满意度。     

The Stanford Instructional Television Network: A Partnership with Industry

The Stanford Instructional Television Network (SITN), the largest single university provider of live televised graduate level engineering courses in the world, partners with industry to address the issues of competitiveness and job productivity. For over 25 years, SITN has offered engineers, scientists and technical managers a means to extend their education without leaving the workplace. SITN uses microwave, tutored videotape instruction, satellite and two‐way video to deliver over 250 credit courses annually as well as non‐credit programmes, certificate offerings and research seminars to industry and government sites.     

Routine-Generating and Regenerative Workplace Learning

The research discussed in this article focuses on workplace learning in industrial manufacturing work. Everyday work episodes contributing to workplace learning are investigated in four companies operating in the Finnish and Swedish package-supplier sectors. The research adopts a qualitative, interpretive approach. Interviews with employees and managers along with workplace observations were used to gather data on work and learning. The findings indicate that workplace learning may have two purposes: routine-generating learning that contributes to the basic job mastery, and regenerative learning that promotes employees’ ongoing competence and generates new work methods. Routine-generating learning occurs when an employee joins an organization and is planned, supported, and assessed in the companies. However, the lack of job rotation delimits further routine-generating learning. Regenerative learning takes place at the individual level but is not adequately supported at the collective level. The paper advances practical ideas on how to promote these two instances of workplace learning in industrial work.     

教学方法研究：历程、问题与反思

对教学方法研究的基本历程进行了初步的划分，探讨了教学方法研究中存在的若干问题。在此基础上，从方法论的角度对教学方法研究进行了反思。     

An Examination of the Role of HRD in Voluntary Turnover in Public Service Organizations

In this study I examine the role of HRD, job satisfaction, and organizational commitment in voluntary turnover decisions. A sample of managers from public service agencies who voluntarily left their job in the previous year is compared to a sample of currently employed managers in the same or equivalent position. Both quantitative and qualitative methods are used to determine if attitudes towards HRD were a factor in the turnover decision for those who voluntarily left and if it would be a factor in influencing turnover intentions in those currently employed in comparable positions. The level of job satisfaction and organizational commitment are also compared between the two groups of respondents. The implications of attitudes towards HRD and levels of job satisfaction and organizational commitment in the decision to turnover among public service managers are examined along with recommendations for further research on the role of HRD in turnover decisions.     

Managing Inquiry-Based Science: Challenges in Enacting Complex Science Instruction in Elementary and Middle School Classrooms

Effectively enacting inquiry-based science instruction entails considerable changes in classroom management practices. In this article, we describe five interconnected management areas that need to be addressed when managing an inquiry-oriented K-8 science classroom. We introduce a pyramid model as a framework for thinking about these management areas and present a brief review of what the research literature says about each area. We propose that enacting inquiry-based instruction requires a different kind of approach to classroom management that takes into account the close-knit relationship between management and instruction. This perspective recognizes the pervasive nature of managing the classroom for inquiry learning.     

A primer of research on cognitive strategy instruction: The important issues and how to address them

Five types of strategy research are reviewed. (1) We argue it makes sense first to determine whether there is a need for strategy instruction. If there is, (2) development of a treatment with preliminary evaluations can follow, as can (3) formal evaluation of the resultant intervention in true experiments. As instructional need research, strategy development, and experimental evaluation proceed, two other types of research should be conducted. (4) It is important to study the acceptability of strategy interventions to educators and students. (5) Research on material modifications can provide information about how strategy benefits can be made available to students when strategy instruction is not effective or unlikely to occur. Very little strategy instruction has been evaluated in all five types of research covered here, making obvious the need for more systematic research on strategies. Observational, ethnographic, and experimental methods are required in order to address the many issues comprising comprehensive empirical analysis of any type of strategy instruction, with many recommendations made here about how to conduct informative studies.     

New Models of Management and Shifting Modes and Costs of Production: Europe and the United States

Discussions of strategic managementand productivity generally overlook fundamentalfactors of production that are on the rise withnew models of management and new modes ofproduction by which instruction and research iscreated. This paper draws on national,institutional and professional association datafrom universities and emergent professions inAustria, Germany and the US to track theshifting allocation of human resources and todetermine whether academic managers areconsidering these patterns in establishingstrategic management practices. Findings showthat, in some countries, professors represent adeclining proportion of the personnel in highereducation, although the models of managementand the allocations of personnel vary among theUS, Austria and Germany. Noting that currentstrategic management practices are notincorporating consideration of thesedevelopments, this paper offers questions andconcepts for universities to address in orderto enhance strategic management.     

酒店中层管理人员工作满意度研究

中层管理人员是企业中的一个特殊群体,是企业的重要资源,是实现企业目标的原动力。深入研究酒店中层管理人员的工作满意度,可以充实并完善酒店业员工满意度测评体系,对稳定酒店中层管理人员队伍、激发其潜力具有重要的理论指导及实践意义。     

Manager Coaching Skills: Development and Application

The concept of “manager as coach” is increasingly popular in the management literature as a mechanism for improving employee involvement and performance. This paper summarizes a study to evaluate the effectiveness of a “coaching skills” program for sales managers. The program began with a five–day coaching skills course and was followed by on–the–job activities that called for application of the coaching skills covered in the course. The study used telephone interviews with managers' subordinates to collect data regarding managers' coaching effectiveness prior to the program. Follow–up interviews were conducted three months later. The interviews focused on the eight coaching behaviors identified by Schelling (1991). Quantitative analyses showed statistically significant increases on the follow–up ratings on five of the eight coaching behaviors. Further analysis revealed that subordinates who had not worked with their supervisors long tended to give lower ratings. Additionally, those managers with fewer subordinates often received higher scores on the eight coaching behaviors.     

试论高校政治辅导员的工作定位

结合辅导员的工作实际,从做好政治引导、学习指导、日常管理、实践指导、交际指导、就业指导等六个维度,对辅导员工作进行了概括。     

Improving the Transition Outcomes of Low-Income Minority Youth with Disabilities

This study describes the results of a program developed to improve the transition outcomes of low-income minority youth with disabilities. The program relies on case management support to facilitate interagency collaboration. The participants included 164 graduates from special education and 26 youth from an equivalent comparison group. Two case managers were responsible for providing support to intervention participants. Results indicate that 82% of the intervention participants enrolled in postsecondary education programs compared to only 50% in the comparison group. In addition, 74% of the intervention youth secured employment compared to 23% in the comparison group. Case managers provided 10 main support functions in three areas: job, college, and family/community. Critical functions included assistance with goal setting, transportation, job/college applications, referrals, emotional support, and family mediation. We discuss the implications of the intervention for transition research and practice with minority youth with disabilities.     

Friend or Foe? New Managerialism and Technical,Administrative and Clerical Support Staff in Australian Universities

The aim of this paper is to assess and conceptualise the effects of new managerialism‐related organisational reforms in three Australian public universities on technical, administrative and clerical support staff job stressors and job satisfaction. Using a mixed method approach consisting of a quantitative core component and qualitative supplementary component it was found that six different types of stressors were evident: time, information; supervisory; work environment; staffing and pay; and career. Path analysis showed that these stressors were closely connected to reduced job satisfaction, which could be ameliorated by employee participation, improved communication and work‐related social support. However, the qualitative analysis suggested that the prevailing climate of managerialism was not conducive to such improvements. It is concluded that while appropriate human‐resource management strategies have the potential to prevent the worst consequences of change, there is some doubt about the ability of university managers, captured by new managerialism, to create and implement such an approach.     

高等学校人力资源管理基础性工作研究

高校人力资源管理基础性工作主要包括组织结构设计和职位设置、工作分析、职位评价和职位分类等4项主要内容,做好这项工作关键之处在于不同层次的高校管理者履行好自己相应的人力资源管理职责,即校级高层管理者要扮演好政策倡导者和矛盾协调者,院系级中层管理者要扮演好政策制定参与者和具体执行者,人力资源部门管理者要扮演好政策制定参与者、监督者和信息咨询者等角色。     

Promises and lies: An exploration of curriculum managers’ experiences in FE

This article examines the important but under-researched role of the curriculum manager within further education. It reviews managers’ perceptions of the role through the lens of the professional–managerial paradigm, with a particular emphasis on the conflict in values experienced by managers trying to implement processes driven by the financial imperative whilst ensuring that their focus remains student-centred. The sample selected mirrored the current curriculum management profile within further education and included seven managers (four female, three male) covering a geographical spread from the North Midlands to North London. The day-to-day reality of the role was reflected in a perceived lack of power and autonomy dominated by a sense of frustration that the initial perception of the job was not matched by the veracity of the position. Participants spoke about having to deal with a large number of obstacles that hindered their ability to make a difference; notably, organisational systems and processes, staffing problems and a perceived intransigence and lack of support from senior management resulting in the adoption of a variety of personas in order to cope with the demands of the role.