体育教师教书育人的途径与方法

当代大学生是开创中国21世纪宏伟大业的主力军,他们的思想品德素质如何,直接关系到民族的兴衰,国家的存亡.为此,高校如何在市场经济条件下做好学生的思想品德教育工作,具有深远的历史意义.现就体育教师教书育人,在体育活动中进行思想品德教育的途径与方法等问题进行论述,使体育教师教书育人真正落到实处.     

高校体育分组分层教学研究

从素质教育和健康教育出发，阐述班内分组分层教学的必要性。并从学生的兴趣教师的态度和考核形式改革等多方面进行了教学设计。     

Investigating university tutor perceptions of assessment feedback: three types of tutor beliefs

Feedback is a key element in effective teaching and learning. The issue of how teachers perceive the role of feedback will impact significantly their feedback approaches, the amount of the detail of their feedback and the time and effort expended on the feedback provision. This research was designed with the purpose of exploring how a group of over 50 tutors who were supporting an online university English course perceived, understood and interpreted the processes of assignment feedback. A factor analysis study based on questionnaire data revealed three sets of tutor beliefs towards assessment and tutor feedback: traditional–autonomous–global (TAG), student‐centred (SC) and traditional‐local (TL). Follow‐up in‐depth interviews were conducted with tutors. The TAG tutors saw scores as the most important feedback to students, but doubted the value of detailed feedback. SC tutors maintained that good tutor feedback should offer more than mere scores, and that students needed feedback in order to improve. TL tutors tended to underline all the errors and provide detailed feedback. They were negative towards the idea of their feedback being monitored. The authors identified some differing and converging tutor perceptions on assessment feedback, the understanding of which could arguably play an important role in introducing changes in tutor feedback culture.     

增容导线在贵州工程实践中的应用

通过金阳220kV变－赵斯220kV变线路增容改造工程的实际案例,阐述了碳纤维复合芯导线的基本特性,为贵州同类线路改造工程提供借鉴参考。     

Gender and ethnic differences in perceptions of equal opportunity climate and job outcomes of US Army Reserve component personnel

We examined equal opportunity climate (EOC) perceptions of reserve component personnel in the US Army (n = 949). We expected that gender and ethnic group membership would influence perceptions of the equal opportunity climate; and that gender and ethnic group membership would moderate the relationship between equal opportunity climate perceptions and ratings of job satisfaction, organizational commitment and workgroup effectiveness. Consistent with our hypothesis, we found the women and minorities perceptions regarding the equal opportunity climate were less favorable than White men. We also found that both gender and ethnicity moderated the relationship between equal opportunity climate perceptions and job outcomes of these groups. Our findings suggest that different groups are sensitive to particular aspects of EOC (e.g., harassment or discrimination) and that these sensitivities affect job-related outcomes.