Beyond Performance: A Motivational Experiences Model of Stereotype Threat

The contributing role of stereotype threat (ST) to learning and performance decrements for stigmatized students in highly evaluative situations has been vastly documented and is now widely known by educators and policy makers. However, recent research illustrates that underrepresented and stigmatized students’ academic and career motivations are influenced by ST more broadly, particularly through influences on achievement orientations, sense of belonging, and intrinsic motivation. Such a focus moves conceptualizations of ST effects in education beyond the influence on a student’s performance, skill level, and feelings of self-efficacy per se to experiencing greater belonging uncertainty and lower interest in stereotyped tasks and domains. These negative experiences are associated with important outcomes such as decreased persistence and domain identification, even among students who are high in achievement motivation. In this vein, we present and review support for the Motivational Experience Model of ST, a self-regulatory model framework for integrating research on ST, achievement goals, sense of belonging, and intrinsic motivation to make predictions for how stigmatized students’ motivational experiences are maintained or disrupted, particularly over long periods of time.     

A Model of Homework's Influence on the Performance Evaluations of Elementary School Students

This study was the first to test a model of the influence of homework on classroom performance using a sample of elementary school students. A total of 28 teachers in Grades 2 and 4 took part in the study, along with 428 students and parents. The authors used structural equation modeling to examine relationships among variables. Student norms were positively related to the elimination of distractions from homework by parents. Positive student norms, higher student ability, and positive parent attitudes toward homework were all related to greater parent facilitation. Student's attitude toward homework was unrelated to home and community factors but was related positively to parent attitudes toward homework. Classroom grades were unrelated to student's attitude toward homework but were predicted by how much homework the student completed (even after the use of homework in grading was controlled), by student ability, and by the amount of parent facilitation. More generally, parent facilitation was an important mediator of the relation between student norms, student ability, and parent attitudes toward homework, and the outcome of classroom grades.     

Using Quality Systems to Improve Performance

Many organizations have adopted a wide variety of approaches in introducing selected practices for achieving control of the quality of their products and services. Some of these piecemeal applications of the Quality Sciences have been successful–to varying degrees and for a time. However, the only approach that achieves long-term success is that requiring a complete cultural change in most organizations– involving a refocusing of all activities performed by everyone toward mutually intersupportive efforts to reach a common objective. In a word, a Quality System is required. In this paper, I have attempted to portray the basic considerations involved in developing and installing such a system. This is accomplished by describing some of the background of the system concept, certain of the internal and external features of a Quality System, and, to complete the picture, a semi-fictitious recital of the experiences of a company that has decided to embark on the Quality System journey.     

Beyond Meta-Analysis: A Plea for a Family Systems View of Attachment

De Wolff and van IJzendoorn's (1997) meta-analysis of parental antecedents of infant attachment focuses almost entirely on maternal behavior. I argue here that although the meta-analysis method makes an important contribution to summarizing research studies, it limits the conceptual understanding of attachment to simple causal models, and ignores family systems models that could illuminate our understanding of the development of secure and insecure attachment in children.     

A Model for Managing Performance Improvement Projects From Concept to Sustainable Implementation

This article presents a systematic process, or model, that will assist the practicing professional to manage new performance improvement ideas from introduction to sustainable implementation. The model identifies vetting steps that must be addressed for implemented projects to be sustainable over time. The paper concludes with 10 vital performance improvement project management lessons.     

Going Beyond Belief Systems: Exploring a Model for the Social Influence on Mathematics Teacher Beliefs

This article discusses an approach to teacher belief systems which casts an eye away from cognitive constructs toward sociological constructs to complement existing ideas about the nature and genesis of beliefs. I offer some theoretical ideas for extending the notion of beliefs and describe two contrasting senior mathematics teachers, conceptualising the basis for their differences. These differences move away from beliefs about mathematics, toward ideological and discursive positions which in turn construct the nature of beliefs about teaching and learning.     

Improving Performance Without Training: A Three Step Approach

Condition 1 showed that employees recorded high percentages of completed tasks; and task performance was shown to slightly improve. At that point in the project, recording accuracy was at it's highest level. Condition 2 illustrated a continuance of high employee records of completed tasks but also showed that actual task performance considerably increased so that there was greater self-recording accuracy. Then, during Condition 3, actual task performance increased more so that it even more closely reflected self-recorded measures. Each of the steps discussed thus far could be sufficient individually to facilitate accurate self-recording and task performance gains, although each appeared to have gained additional strength by being collectively applied. The cost of the present organizational intervention was very low. The costs included material duplication costs and approximately 30 minutes of management time per day. Management time was used to make concession observations (management records), compute performance data, and provide feedback to the employee. Employees worked the same number of hours as in Baseline. Based on this breakdown, the approximate weekly cost of this project was about $30.00. The total cost could be reduced further, perhaps, by monitoring less frequently and reducing the frequency of feedback sessions as employee performance stabilized at higher levels. Thus, the longer this project would run, the less expensive it might become. The steps implemented during this project might easily be applied to other jobs that produce easily observable outputs and could also be applied to other work settings. Future research efforts that would identify cost-effective ways to stimulate and maintain high levels of accurate self-recording might provide today's managers several options that could all yield accurate data for organizational management. Other research efforts centered on specific analyses of participatory standard setting, peer reinforcement, and self-reinforcement for task performance could provide additional insight into the areas of job analysis and employee productivity. Lastly, increased knowledge about the long term effects of self-recording could be gained through future research methods that first established high recording accuracies and task performance levels, then evaluated maintenance procedures for these methods. Implications of successive research studies which clearly show that employee performance can be improved by rewarding performers for accurate self-recording could be profound.     

Training Counselors to Interpret Psychoeducational Evaluations: A Course Model

Evidence from the literature and from reported practice indicates that school counselors are increasingly expected to be competent in the interpretation of individually administered psychoeducational tests and reports. Systematic training in these competencies, however, is often not included as an integral part of counselor education programs. This article describes one counselor education program's response to the need for training in these interdisciplinary skills. The course model presented has been positively received by students and counseling internship supervisors.     

Beyond Community College Accountability: Using Data to Investigate Best Practices for Institutional Improvement

The Voluntary Framework of Accountability (VFA) launched in 2011 is the first national system of community college accountability. Sponsored by the American Association of Community Colleges (AACC) in collaboration with the Association of Community College Trustees and the College Board, the VFA will shortly report to the public on measures of student progress and learning outcomes and on measures of workforce, economic, and community development. The author of this paper proposes that AACC move beyond community college accountability toward creating and sustaining, among college administrators, a common culture of VFA data use to investigate best practices for institutional improvement. To advance this proposition, the discourse presented centers on a proof-of-concept model. The study uses longitudinal data to illustrate its potential for community college administrators to identify best practices for improving institutional performance in first-year college retention.     

Willingness to obtain Student Evaluations as a Criterion of Academic Staff Performance

In a preliminary report published in 1988 a working party of the Australian Vice‐Chancellors’ Committee and the Australian Committee of Directors and Principals in Advanced Education Limited suggested that the number of formative evaluations by students be adopted as an indicator of commitment to teaching of university departments. This study reports research into factors influencing individual staff willingness to seek such information from students. Relationships were explored among seven demographic, educational and professional background variables and between them and two criterion variables, Perceived Competence on teaching tasks and Willingness to Obtain Student Evaluations. Perceived Competence was found to be the major direct but negative influence upon Willingness to Obtain Student Evaluations, while sex, possession of a doctorate and length of teaching experience were found to have indirect effects mediated by Perceived Competence.     

Performance Diagnosis Matrix: A Discussion of Performance Improvement Scholarship

Most Human Resource Development (HRD) and Performance Improvement (PI) professionals agree that organizational performance is critical. There is less agreement, however, on the specific concepts that underlie differing models of performance diagnosis and improvement. Part of this disagreement may stem from a lack of a strong theoretical and empirical grounding in the multi-disciplinary concepts that comprise the basis of performance improvement. Swanson's (1994) Performance Diagnosis Matrix of Enabling Questions identifies elements central to HRD effectiveness and provides a theoretical framework through which multiple and diverse scholarly contributions can be explored to provide HRD/PI with additional theoretical strength. This discussion offers a more complete and stronger understanding of HRD/PI and the elements necessary to improve organizational performance by researching significant authors and research studies for concepts raised in the fifteen enabling questions posed in Swanson's Performance Diagnosis of Enabling Questions. These fifteen questions address performance variables (mission/goal, systems design, capacity, motivation, and expertise) at three performance levels (organizational, process, and individual).     

绩效技术操作模型的人性化改进建议

绩效技术自产生以来具有人文精神,但是绩效技术运用模型中却缺乏伦理道德因素和对人的关怀,导致实践人员对绩效技术的把握中忽视了人性的重要性,不能充分发挥绩效技术的作用。因此,针对绩效技术的实践操作模型提出一些改进策略,最大化绩效技术的价值。     

The Mental Model Comparison of Expert and Novice Performance Improvement Practitioners

This study investigates the mental model comparison between expert and novice performance improvement practitioners. Nonexperimental survey research design was applied. Based on specific criteria, 11 critical concepts out of 30 were selected by 23 experts. Sixteen of those 23 experts provided data about the relatedness of 55 concept‐pairs generated from the 11 concepts to develop the common mental model of experts in the Knowledge Network Organizing Tool utilizing Pathfinder scaling. Two‐hundred‐forty‐two practitioners participated in the further phases of the study. Out of those practitioners, 33 novices, who have not met any of the criteria used for expert selection, are selected. Those novices also provide similar data for the common mental model of novices. The results of the study show that the expert model has more consistent and hierarchical structure than the novice model. Discussions and further research recommendations are provided.     

教师教学质量评价的数学模型

以学校督导评价、学生评价、系直属部门评价为教师教学质量评价的依据,采用层次分析法建立数学模型,为正确评价教师的教学质量提供了一定的理论依据。     

T4 MAP™: A Scholar‐Practitioner Model for Performance Improvement

The world of work is changing and we must adapt how we apply human performance technology (HPT) expertise to address our 21st century challenges. This is a formidable challenge. The scholar‐practitioner model seems ideally suited to this high‐speed world by combining the ability to apply theory and rigorous processes to solve practical problems. The T⁴ MAP (T⁴) models a new action research process grounded in human and organizational development (HOD) theory. It incorporates quantitative and qualitative data and so equips scholar‐practitioners and practitioners to address workplace problems and advance theory by enabling a deeper contextual understanding of people in the organization. A T⁴ pilot demonstrated the ability to generate salient data that helped teams identify performance improvement opportunities and enabled participants to take accountability for implementation. It offered a basis for grounded theory and presented opportunities for future research.     

A Comparative Study of Electronic Performance Support Systems

ABSTRACT Electronic performance support systems (EPSS) deliver relevant support information to users while they are performing tasks. The present study examined the effect of different types of EPSS on user performance, attitudes, system use and time on task. Employees at a manufacturing company were asked to complete a procedural software task and received support from either an intrinsic, extrinsic, external performance support system or no system at all. Results revealed significant differences on performance, attitudes and use between several treatment groups. The study suggests that providing any kind of EPSS to support task performance is better than having none at all. In addition, designers can improve user performance, attitudes and use by creating systems that integrate with the primary work interface.