关于高等职业教育特色的几点思考

办出特色是高职教育发展的生命线，高职教育应体现高职的特色，专业设置，师资队伍建设，实训基地建设等方面。     

员工离职倾向影响因素的多变量分析

本文在问卷调查的基础上，采用因子分析法，提取出测度员工工作态度的四个主要因子。然后，采用多元相关分析法，探讨这四个因子与员工离职倾向的相关关系，找出引起员工离职倾向的关键因素。以此为基础，本文运用单因素方差分析法和交叉分析法，比较了西安地区国有企业、民营企业和三资企业中员工的离职倾向及其关键影响因素状况。     

Departmental networks—An empirical analysis of career patterns among junior faculty in Germany

By using recruitment data from 60 German departments of business administration, networks are constructed in which the nodes are departments, and two departments are connected if they have either sent or received a scientist from one another. Different concepts of social network analysis are applied to answer a series of questions, such as the number of scientists the business departments produce, to whom they send and from whom they receive their scientists, and which role academic networks play in the career of young scientists in business administration. Regression analysis revealed that network centrality is a robust predictor of departmental reputation. The social network approach can be used to assess reputational differences among business departments, thereby providing an alternative to existing opinion surveys and research rankings.

Turnover Causation Amongst High School Teachers in Nigeria

Four theoretical frameworks were used to explore causations of turnover amongst high school teachers in Nigeria: (1) teachers’ personal health, (2) work–family life, (3) job satisfaction, and (4) actual turnover intention. Quantitative data were obtained from 925 public high school teachers in Ogun State, South-Western Nigeria. Cronbach's Alpha reliability procedure, regression modelling and t-test were used to analyse a total of 96 causations of turnover. Ad hoc analysis returned an Alpha value of 0.78. However, this improved to 0.93 when the causation factors were reduced to 64 – those with highest item-rest and itemtotal correlations. The findings showed that job (dis)satisfaction, personal health and work– family life conflict are prominent amongst the issues that trigger the intention of Nigerian high school teachers to quit their jobs voluntarily. Insights from the findings will help funding administrators in prioritising strategic decisions around mitigating turnover.     

荷兰大学教师发展研究轨迹探析

20世纪60年代以来,荷兰的大学教师发展研究顺应了其教师教育研究的发展,走过了一条从稚嫩到相对成熟的发展之路,至今仍呈现出国际化水平不断提升的良好发展态势。本文对荷兰教师教育研究的历程作简要的回顾,在此基础上,以荷兰跨校教育研究中心和莱顿大学教师教育研究院为例,具体分析该国以研究促发展的大学教师发展研究的内容与特点。     

酒店行业员工高流动率问题探讨——以泉州市为例

对泉州市部分酒店的员工流动情况进行调查,同时探讨员工高流动率的弊端。认为酒店行业员工高流动率的成因是:聘用人员多数为职业探索阶段的年轻人,社会对酒店行业的偏见,薪酬水平较低等。提出帮助员工制定职业生涯规划,改进薪酬制度,加强员工的沟通交流,培育企业文化的策略。     

对第29届奥运会中国男篮进攻失误指标的分析研究

本文运用录像观察法和数理统计法对中国男篮在第29届奥运会比赛中的失误数量、方式、区域、时间等方面进行了系统的分析,研究结果发现,中国男篮的前锋球员和后卫队员是进攻失误最多的主体。除了客观因素,队员责任心、自信心不足也是导致失误的重要原因。进攻失误次数的偏多是导致中国男篮跻身世界篮球强国的瓶颈。     

高校伙食"营业额区间最佳量"模型

简评目前我国高校伙食经营模式的利弊，结合高校伙食社会化要求，努力探讨适应我国高校伙食的“营业额区间最佳量”模型，并保证其科学性和合理性，该模型并具有较大的普通适用性和使用的便捷性。     

The Effects of Faculty Demographic Characteristics and Disciplinary Context on Dimensions of Job Satisfaction

This study applies Kalleberg’s framework to better understand the effects of diverse demographic faculty characteristics on dimensions of job satisfaction. We also extend his work and the work of others to explore the contextual effects of academic disciplines on faculty job satisfaction. We find that women are consistently less satisfied than their male colleagues and that the effect of being female varies by discipline on levels of job satisfaction. We also find race/ethnicity has mixed effects on dimensions of job satisfaction but the effects of race/ethnicity tend to be constant across discipline. Our findings hold important implications for those seeking to understand the experiences of college faculty from diverse demographic backgrounds.     

第15届男篮世锦赛中国队失误指标分析研究

对中国男篮在第15届世界男篮锦标赛中的失误数量、方式、区域、时间等方面进行了系统的分析。发现比赛失误次数偏多,传球失误、前锋失误尤为明显。究其原因,除客观因素外,队员责任心、自信心不足也是导致失误的重要原因。