新时期高校师资队伍建设

师资队伍整体水平是高校提高教育质量和可持续发展的基础.本文从高校师资队伍的引进,师资队伍的培训和培养,人才资源非正常流出的应对措施和建立健全分配制度等四个方面系统阐述了新时期高校师资队伍建设.     

Faculty development in medicine: A field in evolution

This article focuses on the evolution of faculty development in medicine. Of note, improving teaching in medical education is not a new concept. At a minimum, it was seriously discussed by pioneers like George Miller and Steve Abrahamson as early as the 1950s [Simpson & Bland (2002). Stephen Abrahamson, PhD, ScD, educationist: A stranger in a kind of paradise. Advances in Health Science Education Theory Practice, 7, 223–234]. By 2005, significant numbers of medical school faculty have participated in teaching improvement methods [Clark et al. (2004). Teaching the teachers: National survey of faculty development in departments of medicine of US teaching hospitals. Journal General Internal Medicine, 19, 205–14]. Yet, views of the importance and value of faculty development have evolved slowly. Fortunately, we are now in a more receptive era for program developers to assist faculty in their difficult roles.     

The influence of organisational identification on employee attitudes and behaviours in multinational higher education institutions

In order to operate effectively and efficiently, most higher education institutions depend on employees performing extra-role behaviours and being committed to staying with the organisation. This study assesses the extent to which organisational identification and employee satisfaction are antecedents of these two important behaviours. Key objectives of the research were to identify possible antecedents of organisational identification and to discover whether the consequences of organisational identification vary among the employees of multinational universities at home and foreign campuses. We developed a model that was tested using structural equation modelling, which assesses the influences of organisational identification on employee satisfaction, extra-role behaviours and turnover intentions. All of the paths in our model were significant, but employee identification, satisfaction and extra-role behaviours were lower at foreign branches than at the home campuses of universities, and turnover intentions were higher. These results suggest that higher education institutions need to implement different human resource strategies at home and foreign branches, with a focus on improving organisational identification at the foreign subsidiaries.     

Information literacy in science writing: how students find,identify, and use scientific literature

For undergraduate students to achieve science literacy, they must first develop information literacy skils. These skills align with Information Literacy Standards and include determining appropriate databases, distinguishing among resource types, and citing resources ethically. To effectively improve information literacy and science literacy, we must identify how students interact with authentic scientific texts. In this case study, we addressed this aim by embedding a science librarian into a science writing course, where students wrote a literature review on a research topic of their choice. Library instruction was further integrated through the use of an online guide and outside assistance. To evaluate the evolution of information literacy in our students and provide evidence of student practices, we used task-scaffolded writing assessments, a reflection, and surveys. We found that students improved their ability and confidence in finding research articles using discipline-specific databases as well as their ability to distinguish primary from secondary research articles. We also identified ways students improperly used and cited resources in their writing assignments. While our results reveal a better understanding of how students find and approach scientific research articles, additional research is needed to develop effective strategies to improve long-term information literacy in the sciences.     

Faculty acceptance of a workload survey in one major university

The faculty survey or workload instrument becomes the focal point for both praise and criticism about measuring how faculty spend professional time. While research on the workload instrument often centers on the design and administration of the survey, NCHEMS has questioned how faculty react to such workload analysis, a researchable area seemingly overlooked. In a 1973 report, NCHEMS suggested that faculty reaction or acceptance may be related to the degree of faculty self-governance, experience in completing the survey, the positive use of data for departments, and the expectation that faculty are required to complete the survey for an external governing board. Faculty on one large state-supported midwestern university were asked how they felt about the workload survey administered on campus and whether the NCHEMS' factors were related to their acceptance of the survey. Multivariate analysis and a path model helped to analyze and interpret faculty responses to a questionnaire administered by this author. Results upheld one of the four NCHEMS relationships, namely, that a positive attitude toward a survey is related to perceived value of the data for allocating faculty resources and communication in the department. Several practical and methodological considerations are reviewed to extend research on faculty acceptance.     

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。     

新时代高职院校思政课教师队伍建设的思考

长期以来,高职院校思想政治理论课教师与专业课教师队伍建设相比重视不够,评价体系不尽合理,教师职称晋升难,思政课部和思政教研室等基层教学组织建设滞后等,导致高职院校思政课教师队伍建设存在着数量不足、结构不尽合理、能力不强等问题。因此,高职院校要高度重视思政课教师队伍建设,要对标要求、科学规划、强化落实,要关心、支持思政课教师的成长,推动思政课教师队伍持续健康发展。     

工作嵌入研究综述与展望

工作嵌入是目前组织行为学领域研究的热点问题.文章对国内外工作嵌入的相关研究文献从内涵结构、测量视角、变量实证的角度进行了综述,并以此为基础提出了工作嵌入今后研究的发展方向.     

战略人力资源管理对员工留职意愿的影响——基于151家企业问卷调查的实证研究

当员工离职成为知识经济时代企业的一种常态时,企业要做的不再仅仅是针对个案进行管理,而丛须上升到组织战略的高度,建立一整套针对核心员工保留的战略人力资源管理体系,提高企业核心员工的留职意愿.通过实证研究发现,战略人力资源管理四大构成要素均会对员工的留职意愿产生显著影响,但影响程度和影响途径存在较大差异;而且,战略人力资源管理实践还可以通过提高员工的工作满意度及其组织承诺度对员工的留职意愿产生复杂的间接影响.理眄论分析与实证结果相结合,深入揭示了战略人力资源管理对员工留职意愿的内在影响机理.     

沉默是金吗？——组织沉默对员工负向行为的影响及其作用机制

组织沉默指员工了解组织运行中潜在的问题,但是出于某种目的而没有表达个人观点的行为。已有研究集中于组织沉默的概念、测量及影响因素上,鲜有研究探讨组织沉默影响其结果变量的作用机制。以619名员工为研究样本,本研究考察了组织沉默对员工工作倦怠和离职倾向的影响,以及两种心理感知（自我效能感和工作投入）在此过程中的中介作用。研究结果表明：组织沉默与员工工作倦怠和离职倾向都呈负相关关系,自我效能感与工作投入在组织沉默和员工工作倦怠与离职倾向关系中起中介作用。