汉语职业称谓的时代走向

汉语职业称谓随着社会的发展变化呈现出国际化、地域化、缩略化、高雅化、类型化等特点。这种因时代发展而产生的文化流变现象根源于社会要素的作用和使用者的心理需求。正确认识这种现象,有助于理解、把握职业称谓的真正内涵。     

高校图书馆员职业承诺与工作稳定性的相关性研究

福建省6所高校图书馆员问卷调查结果显示:图书馆员的职业承诺与调离单位意愿和离职意愿呈显著负相关;规范承诺与调离单位意愿呈显著负相关,与离职意愿无关;继续承诺与离职呈显著负相关,与调离单位意愿无关;情感承诺与调离单位和离职意愿均呈显著负相关;工作满意度与是否愿意继续留职呈负相关.     

大学生职业生涯的设计与规划研究

随着高等教育管理体制改革的深化和毕业生就业方式的多样化，开展大学生职业生涯规划指导，帮助大学生增强主体意识，明确目标，有意识地培养自己的多种能力，把所学的知识运用到实践中，结合社会需要开拓美好前程具有较强的现实意义。本就大学生的学业生涯规划与职业生涯规划的结合，首次提出了“大学生四阶段论”。     

酒店行业员工职业能力影响因子分析

职业能力是人们在真实的工作情境中整体化地解决综合性问题的能力,是科学的工作方法和学习方法的基础,也是人的综合素质的具体体现。为了对酒店员工职业能力进行评价研究,需要在广泛的调研基础上进行。而调研的基础就是适合于各种类型、最广泛区域酒店所使用的关于员工职业能力的调查问卷。文章将从研究方法、研究过程等详细说明,通过相对科学和具有使用价值的调查问卷设计的过程描述及统计软件SPSS 17.0进行数据分析,从而确定影响酒店行业员工职业能力的因子。     

Addressing Physical Education Teacher Socialization Through Standards-based Reform of Physical Education Teacher Education

Research suggests that progress in the physical education profession is slowed by a cycle of nonteaching and dominance of traditional methodologies. Socialization factors operate to preserve and perpetuate the status quo of the profession, which is rooted primarily in team sport content. Teacher education programs are challenged to persuade pre-service teachers to question their initial belief structures while also preparing them for the sociopolitical realities of schools. There is not, however, a formal mechanism through which to accomplish these goals, because current accreditation standards do not include an emphasis on socialization. As a result, the purpose of this article is to stimulate further discussion by reviewing relevant research related to socialization, describe evidence-based practices for overcoming these challenges, and propose an addition to the Society of Health and Physical Educators America (2017) standards for initial physical education teacher education to specifically focus attention on socialization issues.     

高校辅导员职业幸福感培养探析

高校辅导员职业幸福感的培养是一个长期而艰巨的系统工程。影响辅导员职业幸福感要素的分析表明：进一步加强对辅导员的人文关怀、经济支持、技能培训和拓宽前景是高校培养辅导员职业幸福感的有效途径;而明晰角色定位、建立合理职业期待、完善个人社会支持系统、自我提升和学会寻找工作中的幸福则是辅导员自我培养职业幸福感的可行措施。     

Blue-collar work,career, and success: occupational narratives of Sisu

This study examined underground iron ore miners' occupational narratives to uncover how their stories socialize miners into blue-collar careers and reinforce their work identities. Through the root theme of sisu (Finnish for inner determination), underground miners create a status hierarchy that is used to construct a sense of pride around their work and to establish milestones of success for themselves and others in their workgroup. Furthermore, they communicatively construct exemplars that guide their performance and decisions during the unfolding of their work experiences. Their discourses provide alternatives to white-collar conceptualizations and practices of careers and success.     

图书情报专业在职培训的实践与探索-大连理工大学全国高校图书馆专业干部进修班20年回顾

经过20年的发展,全国高校图书馆干部进修班取得了较大的发展,形成了对具有其他专业背景的人员进行图书情报专业教育的特色,为高校图书馆的队伍建设做出了贡献。     

2006-2015年国内环境卫生与职业卫生学SCI文献引文分析

本文基于引文分析方法,对2006—2015年国内学者参与发表的环境卫生与职业卫生学领域的6995篇SCI论文进行文献计量分析。采用HistCite引文编年可视化分析工具,绘制引文编年图,分析环境卫生与职业卫生学研究现状,找出该领域的重要机构、期刊和核心文献。结果本研究分析SCI文献6995篇,涉及机构5275家,包含作者18571位,分布于162种期刊,施引文献173354条,关键词10287个。2006—2015年国内环境卫生与职业卫生领域SCI发文量年均增长率1.14%。研究结果帮助了解2006—2015年该学科领域的研究规律和发展趋势,识别重要的研究机构、期刊和著作,为开展后续科研工作加以指导。     

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.