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151.
The Parenting Inventory: Young Children (PI) is a rating scale that measures the developmental expectations and behaviors of parents of children who are between the ages of 1 and 4 years, 11 months. Using a representative urban sample of 1,056 mothers, the PI was found to discriminate successfully between parents with children of different ages and to have substantial item-construct correlations (content validity). The PI was not strongly related to the Adult-Adolescent Parenting Inventory, a measure of parenting attitudes (discriminant validity). Reasons for this latter finding are discussed. Potential uses of the PI for practitioners working with parents in the schools are described. 相似文献
152.
The purpose of this study was to investigate the relationship between initial understanding of information given by the school psychologist at parent conferences and characteristics of parents (anxiety, parental expectations, assertion, and language level). Demographic variables were also explored as they related to postassessment recall and understanding of data. Results indicated that language level of the parent, age of the parent, and SES were significantly related to recall. Anxiety, assertion, and expectation of results were not significant factors. Implications for practice and training are discussed. 相似文献
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154.
Hoffmann Robert Coate Bronwyn Chuah Swee-Hoon Arenius Pia 《Journal of Cultural Economics》2021,45(4):557-576
Journal of Cultural Economics - We present an exploratory study to examine the antecedents of artrepreneurship, the decision of artists to commercialise the fruits of their practice. We hypothesise... 相似文献
155.
Each year thousands of children are evaluated or reevaluated utilizing the current edition of the Wechsler Intelligence Scale to determine their eligibility for gifted programs. The Wechsler Intelligence Scale for Children-III (1991) is new enough that only limited research is available on how it compares to the previously used Wechsler Intelligence Scale for Children-Revised (1974). The purpose of this study was to determine the comparability between the previously dominant intelligence scale, the WISC-R, and the revised WISC-III with gifted children. The results of this study indicate that the latest revision (WISC-III) and the earlier version (WISC-R) produce remarkably similar scale and subtest scores when administered under clinical conditions to gifted children. All 51 children determined eligible through the administration of one of these two Wechsler tests would have been eligible for services had the other test been administered. The Verbal and Performance scale IQ scores were within two points of each other across the two test administrations, while only a one-point difference existed between the Full Scale IQ scores. The Arithmetic, Comprehension, and Object Assembly subtest scores were in high agreement across the two administrations (p<.01). The level of agreement between some subtests across the two administrations suggests that clinical judgment is just as important as scores in considering who is eligible for gifted programs. 相似文献
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157.
College students (N = 446) and faculty (N = 97) completed a survey examining views of cheating. Agreement was noted on most situations. When differences were noted, students tended to be stricter than faculty in their evaluations and were more likely than faculty to label a situation as cheating. Opinions and views of cheating were influenced more by behavior, whether “premeditated” or “opportunistic,” than by intention. 相似文献
158.
Robert J. Razzante 《Journal of International and Intercultural Communication》2018,11(4):339-357
Administrators of color in predominantly White institutions (PWI) navigate from dual positions of privilege and marginalization. Within PWIs, administrators of color experience marginalization in terms of their racial/ethnic makeup. Specifically focusing on the administrative level, 95.8% of executive provosts and 86.2% of deans of academic colleges are White. At the faculty level, nearly 10% of full professors are people of color. However, even with such exclusionary practices, 87.7% of chief diversity officers are racial minorities. The current study seeks to understand how highly educated administrators of color work for diversity, inclusion, and equity initiatives while navigating from their dual positions of marginalization and privilege. Using the theoretical lenses of co-cultural theory, dominant group theory, and intersectionality, the study seeks to understand how privilege and marginalization ebbs and flows depending on particular contexts. Findings indicate that optimizing privilege through co-cultural praxis and impeding through mentoring are two common strategies used by administrators of color. 相似文献
159.
Robert Munro 《Cultural Trends》2015,24(3):276-280
160.