Beware of Stereotypes: Are Classmates’ Stereotypes Associated With Students’ Reading Outcomes?

This study examined the associations between classmates’ reading-related gender stereotypes and students’ reading self-efficacy, self-concept, motivation, and achievement. Our sample consisted of 1,508 fifth-grade students (49% girls; age: 10.89 years); data were collected at two time points. Multilevel analyses yielded two main results: First, there was a relation between students’ individual reading-related gender stereotypes and their reading self-concept, self-efficacy, and motivation with boys experiencing negative and girls experiencing positive effects. Second, a contextual effect was found: after controlling for students’ individual reading-related gender stereotypes, classmates’ gender stereotypes were negatively related to all of the boys’ reading outcomes. The results provide evidence for the assumption that classmates are important communicators of gender stereotypes and that they reinforce conforming behaviors.     

Play-based Occupational Therapy

In this paper, we will provide an overview of how occupational therapists view play, illustrate how occupational therapists' view of play has evolved, generating a shift in focus for intervention, introduce a model of play as occupation to illustrate how children's ability to play may be influenced by developmental disabilities, outline occupational therapy assessment and treatment using play as the basis for intervention, and finally, identify aspects of best practice. The term developmental disabilities refers to a heterogeneous group of disorders. It is not within the scope of this paper to provide detailed discussion of play-based occupational therapy intervention for all the children who comprise this group. Therefore, we have chosen to illustrate various points made with examples of different types of children with various types of disability.     

Gender and Management in HEIs: Changing organisational and management structures

This paper reports on the second phase of a multi-country study examining cross cultural perspectives of gender and management in Higher Education Institutions (HEIs). It examines the broader labour market context and legislative frameworks for higher education in each country and then analyses the literature on women in university management. The paper presents the findings of research with male and female senior managers about their perceptions of women as HEI managers within changing organisational and management structures. It concludes that although HEI’s are now largely aware of barriers to women getting into and on in senior management, they have not addressed the organisational structures and cultures that perpetuate this inequity.

     

Superteachrs: From Policy Towards Practice

This article is concerned with the origins and evolution of the Advanced Skills Teacher (AST) initiative from its announcement in 1995 to the end of 1999. It examines the Government rationale and the contributions of the Department for Education and Employment (DfEE), the Teacher Training Agency (TTA) and the School Teachers' Review Body (STRB).     

A validity study of two paper-pencil tests of concrete and formal operations

Two group paper-pencil batteries, the Longeot (consisting of three subtests) and three puzzles (KLR) from Science Teaching and the Development of Reasoning, were administered to 607 students from ninth and tenth grade mathematics and science classes. A subsample of 69 students was then administered three Inhelder tasks (chemicals, rods, and shadows). In general, the expected developmental trends were confirmed, with formal status being most difficult to attain on the Inhelder tasks and easiest to attain on the Longeot. The correlations between the KLR and Inhelder (0.61, p < 0.01) and the Longeot and Inhelder (0.55, p < 0.05) were moderately high. According to the method of Shayer (Note 2), it was found that each of five paper-pencil subtests discriminates at or between the 2B (late concrete) and 3A (early formal) levels while the sixth subtest, the mealworm puzzle, was found to discriminate at the 3A level. This study indicates that either group battery may be useful in identifying transitional subjects. However, if a more stringent criterion of “formal” is needed, a “success” rate of four or five out of the six subtests may be required. Both group batteries are relatively easy to administer and score with a minimum of guidance, although the KLR scoring might need to be simplified for use by the practitioner. Sex differences found on the KLR and the Longeot are suggestive of the potential differential use of these tests by researchers investigating sex differences in achievement or aptitude.     

Occupational branding for diversity: managing discursive contradictions

In line with recent efforts to increase the representation of women in the field of computing and information technology (I.T.), the National Center for Women and Information Technology has spearheaded an occupational branding campaign that seeks to encourage more women to enter this field. We use this campaign as a case study to investigate how representations of work in an occupational branding campaign (“official branding discourse”) compare with the ways in which practitioners represent this work (“unofficial branding discourse”). Through our analysis, we show that whereas the official branding discourse represents computing and I.T. as a field where women are valued, unofficial branding discourse represents this field as hostile to women. We then propose three avenues through which these contradictions can be managed: (1) acknowledging the challenges expressed by practitioners, while simultaneously discussing how to foster a more inclusive occupational culture, (2) changing the primary goal of the campaign from increasing the number of women in computing and I.T. to making the culture of computing and I.T. less hostile, and (3) committing fewer resources into organized branding campaigns and more resources into direct organizational interventions that seek to make work environments inclusive.