Professional Identity Development: A Grounded Theory of Transformational Tasks of New Counselors

Professional identity development is an important professional issue. Examining the lived experiences of counselors‐in‐training (CITs), the authors used grounded theory methodology to describe the transformational tasks that are required for professional identity development. Tasks include finding a personal definition of counseling, internalizing responsibility for professional growth, and developing a systemic identity—all simultaneously manifesting as students progress from focus on experts to self‐validation. Counselor educators can facilitate movement through these transformational tasks by helping CITs to increase self‐evaluating, self‐motivating, and self‐locating within a professional community.     

高职院校学风建设的问题及改进措施

良好的学风,是提高教学质量、培养合格人才的重要保证,在高校的发展中具有非常重要的作用。探讨如何发挥辅导员的作用,通过问卷调查、与学生谈心、访谈任课教师和辅导员等多种方式,初步了解目前高职院校学生学风方面存在的主要问题,促使学生在班级中形成良好的学习生活风气,以保证他们全面发展。共同促进优良学风建设是辅导员的重要工作之一。     

Identity Development in Counselors‐in‐Training

Researchers used 2 rounds of individual interviews and a focus group meeting to explore the identity development experiences of master's‐degree counselor education students. Grounded theory procedures generated a tentative substantive theory that conceptualized these experiences. The theory illustrated how counselors‐in‐training used a recycling identity formation process that involved conceptual and experiential learning experiences to identify, clarify, and reclarify their identities as counselors.     

Incorporating a transformational learning perspective in action learning sets

A field study focused on learning capabilities within action learning sets was used to evaluate potential opportunities between action learning and transformational learning. The use of action learning as a methodology for the acquisition, sharing and transfer of information while integrating an added perspective for transformational learning within the action learning set was investigated. There could be occurrences of transformation within action learning and critical action learning sets. However, there could be the added possibility of using action learning as a potential vehicle for an enhanced or more specific focus on transformational learning. It is useful to explore this potential, especially when there is an increased awareness regarding associations between action learning and transformational learning. Within such learning environments, there could also be the increased potential for outcomes that transform an individual, group or organization. The use of transformational elements based on discussions and resulting themes that occur within action learning sessions are discussed with the aim of encouraging personal development, enhancing skills and engaging in adult learning that could lead to organizational development. Recommendations for these environments are also presented.     

河南省高校辅导员职业认同状况调查

调查显示：河南省高校辅导员职业认同度较高,但职业意志水平较低。女性辅导员职业认同度显著高于男性辅导员,专职辅导员的职业认同感显著高于兼职辅导员。高校辅导员职业认同在年龄上存在显著差异,26～35岁的辅导员职业认同水平最低。在工作时间维度上存在统计学意义上的差异,工作时间越长,职业认同水平越低。基于此,高校应分析辅导员职业认同的影响因素,从政策支持、体系建设等方面提高其职业认同水平,促进辅导员队伍建设的专业化。     

Mindfulness as a Prerequisite to Effective Leadership; Exploring the Constructs that Foster Productive Use of Feedback for Professional Learning

This paper proposes a model that integrates mindfulness, ego, and mindset as filters of the information available for professional learning. The paper explores connections between mindset, ego, and mindfulness that promote or inhibit an educator’s ability to use feedback for learning. A leader’s commitment to creating spaces for meaningful use of all types of feedback promotes a school climate that encourages risk taking in learning. Mindfulness, the cultivation of the ability to pay attention to the present moment non-judgmentally, is a prerequisite skill to the effective delivery and use of feedback to promote professional learning. The development of mindfulness requires practice of a method and the continual application of mindfulness to remain open to learning from feedback.     

人事代理制度下高校辅导员队伍建设刍议

人事代理制度是当前经济社会转型过程中实行的一种新型人事管理制度,已在高校中普遍试行,其在促进辅导员队伍来源多样化、工作专业化以及人才合理流动等方面发挥了重要作用。然而,在当前人事代理制度下高校辅导员队伍建设还存在着辅导员流失严重、地位认同性较低、心理失衡等问题。因此,高校应重视辅导员队伍建设,减少人才流动性;人事代理辅导员应加强学习,提高自身综合素质和能力;政府相关部门应完善人事代理制度,维护其合法权益。只有高校、个人、政府三方共同努力,才能使高校辅导员队伍保持长期稳定和健康发展。     

Workplace learning as a spiritual practice

This paper reviews the literature on workplace and transformational learning to explore how spirituality can be accessed to encourage individual growth through the development of critical awareness while providing a sense of direction in the workplace as part of organisational learning. In communities and societies where organisations may have replaced religious institutions as centres for adult learning, the workplace continues to respond to the universal need for community and support. These elements are related to spiritual values. Still, leaders of organisations need to consider values that underlie typical workplace activities and recognise how collective engagement and workplace interactions direct personal development and ground identity. Providing opportunities to reflect on meaning and direction at work supports a transformative approach to learning and leadership that promotes cooperative working conditions, conscious behaviour and informed citizenship through encouraging attitudes of critical awareness, praxis and collective engagement in workplace interaction.     

成人学习理论下教师教育与教师专业发展再思考

研究目的在于应用成人学习理论指导教师教育的实践,促进教师专业发展。首先,通过诺尔斯的成人教育学理论分析了成人学习理论对教师教育的适用性,探究各个成人学习论对教师教育的指导作用和对教师发展的促进作用,构建了较为完整的指导框架。然后,分别阐述了自我导向学习理论指导下教师教育生成内生动力,促进教师知识发展;转化学习理论对于教师教育提供新途径,促进教师伦理发展;熟练理论指导教师教育产生外部动力,帮助提升教师专业能力;情境学习理论指导下创设多元的教师教育环境,丰富教师实践经验。最后,成人学习理论于教师教育领域具有很强的适用性,应充分尊重教师成人身份和主体地位。     

Professional Identity Development of Counselor Education Doctoral Students

The authors used grounded theory to explore professional identity transitions for 23 counselor education doctoral students in a cross‐section sample based on nodal points in their programs. The transformational tasks that doctoral students face involve integration of multiple identities, evolution of confidence and legitimacy, and acceptance of responsibility as the source of knowledge about the profession. The authors offer implications for training doctoral students.     

Calling to mentor: the search for mentor identity through the development of mentor competency

ABSTRACT

There is a common assumption that experienced educators will automatically be effective mentors. My experience indicates that building competence in mentoring others requires conscious intent and effort. This article is a self-study action research account that explores mentoring practice from the mentor’s perspective. The study sets to explore the relational dynamics within mentoring relationships, with the focus of obtaining a deeper understanding of the mentor’s growth and the impact of this learning on mentor identity. Data collection was through personal reflective journals, mentoring conversations, and focus group interviews. Findings indicate that critical reflective practice can lead to transformational learning that results in personal and professional growth and improved mentor competency. Transformative learning episodes highlight significant learning points that converge to enhance personal and professional learning and contribute to the formulation of mentor identity. A conclusion drawn is that applying a personal strategic intent towards mentor development can lead to improved mentoring culture and organisational learning and growth.     

A Mindfulness Experiential Small Group to Help Students Tolerate Ambiguity

This study explored the lived experiences of 20 counselors‐in‐training (CITs) in a mindfulness experiential small group. Using grounded theory, the authors described a 5‐dimensional model for navigating ambiguity. Findings suggest mindfulness training provides CITs self‐reflection skills and a greater ability to manage cognitive complexity.     

Integration of the practice of mindfulness within action learning as an added component within a post graduate leadership programme: an account of practice

This account of practice provides a practical example of the use of mindfulness practice within action learning which was a component of a bespoke UK Business School post-graduate leadership development programme commissioned by an English NHS Mental Health Trust aimed at improving the leadership capacity of mid-level managers through work-based learning. The article discusses background and context of the programme followed by how application of mindfulness exercises was integrated within the action learning process to encourage participants to be ‘in the moment’ as an added component of their leadership development. The aim of the paper is to share examples of practice applied within action learning. Finally, the paper asserts that the application of mindfulness exercises helped to enhance the action learning process by creating a calm, focused space for individual and collective reflections, enhancing the quality of engagement and enabling action learning members to take a more pragmatic approach to addressing the work issues raised within the action learning sets.     

Providing Career Counseling for Collegiate Student-Athletes: A Learning Theory Approach

Collegiate student-athletes present unique issues regarding career development. Career counselors who infuse the Learning Theory of Career Counseling (Krumboltz, 1996) into their work with collegiate student-athletes can help these clients learn new ways to explore career possibilities. By co-creating learning opportunities with student-athletes, counselors can help promote expansion of clients' interests, skills, beliefs, values, and personal qualities. Such growth can help members of this population deal with issues like identity foreclosure and social isolation en route to establishing a set of problem-solving and decision-making skills that will serve them well over the course of their lives.     

高校辅导员职业化发展层级建构

根据《高校辅导员职业能力标准（暂行）》规定,结合组织学习理论和模式,对高校辅导员职业化、专业化发展进行探究性的层级勾勒,按照初、中、高级辅导员的专业发展进行系统阐述。认为辅导员职业发展深深依托于学校组织管理体系,不同层级的辅导员职业发展水平与高校组织管理的学习水平有直接的关系;深层分析不同层级辅导员行为的内在行为逻辑,可以为辅导员职业化发展搭建必要的实施平台提供参考依据。     

DEVELOPMENTAL TASKS OF ADULTHOOD: IMPLICATIONS FOR COUNSELING COMMUNITY COLLEGE STUDENTS

Although debate continues regarding the degree of trauma associated with the transitions into and through adulthood, there is widespread agreement that these developmental shifts represent a complex period as individuals seek to develop a sense of identity distinct from their families of origin. Society appears to further complicate these tasks with its lack of clearly defined indices of adulthood and its apparent lack of support for individuals in transition. This article reviews major developmental tasks of adults during early adulthood along with issues associated with transition into middle and later adulthood and provides suggestions for community college counselors working with these individuals.     

高校辅导员晋升发展机遇与挑战——基于双重身份的视角

国家从政策层面明确高校辅导员兼顾学校教师与管理干部的双重身份,实现双线晋升,这有助于他们更加明确具体岗位的职业能力要求,增加了他们职业晋升与职务评聘的选择。与此同时,双重身份的确立也加剧了高校辅导员内在的角色紧张,弱化了他们晋升发展的优势,削弱了他们的职业归属感。相关职能部门应该从明确高校辅导员的主体角色、实行教师职称单列评聘、建立岗位职级制度、推行岗位津贴制度等方面着手,有效破解双重身份视角下高校辅导员晋升发展面临的难题。     

近十年来高校继续教育转型发展研究的新展望

随着建立学习型社会和构建终身教育体系浪潮的不断涌现,高校继续教育转型发展面临着前所未有的机遇与挑战。本文通过归纳整理近十年来国内外的相关文献,对我国高校继续教育转型发展的研究成果进行了系统的总结和归纳。重点对我国高校继续教育转型发展的认知、现状、方式、行为、评价进行了理性梳理与实性评价,并从构建特色理论体系与研究方法等方面,对相关后续性研究进行了展望。     

The role of organizational learning in transformational leadership and organizational innovation

Leadership is an important factor affecting organizational innovation. Many studies show that transformational leadership has positive and significant influence on organizational innovation. Based on a literature review and previous work, this study aims to investigate the influence of transformational leadership on organizational innovation and to examine whether organizational learning is a mediator between their relationships. Structural equation modeling was used to test the model. The research sample consisted of 330 teachers in charge of administration in postsecondary schools. The findings of this study provide evidence that transformational leadership and organizational learning have significant positive relationship influence on organizational innovation. The research also demonstrates that there is significant effect on the role of mediation in organizational learning on the relationship between transformational leadership and organizational innovation. The study suggests that if school principals use the strategies of transformational leadership and organizational learning at the same time, organizational learning was highly effectiveness to achieve organizational innovation in the postsecondary schools.