中国管理科学研究队伍的年龄结构研究

对中国管理科学11种高影响因子期刊所记录的论文作者年龄数据进行了科学计量学研究。揭示了管理科学研究队伍年龄表现的数量特征:管理科学研究队伍年龄结构为青年峰的偏单峰分布,35岁以下的第一作者已占据半壁河山且保持稳定发展;学生作者(特别是博士生)是发表管理科学论文的重要群体,构成了中国管理科学队伍的年轻化趋势;二人和三人合作是我国管理科学领域主要的科学合作形式;青年-中老、青年-老年是居于主导的二人合作年龄结构,中年-青年-老年、青年-中年-青年是常见的三人合作年龄结构;师生之间的合作研究是最主要的合作形式。     

中科院产研合作对其科技成果转化影响研究

本文旨在分析中科院产研合作对其科技成果转化的影响。在回顾文献的基础上,本文基于复杂网络理论提出了中科院产研合作整体网络的小世界性,以及局部网络中心性与结构洞对中科院成果转化影响的基本假设,并利用中科院2006-2017年专利数据进行实证检验。研究结果表明：（1）中科院产研合作整体网络小世界性的提升有助于中科院整体成果转化效率的提升;（2）在产研合作网络中具有较高中心性的中科院研究所转化效率更高,而结构洞不具有显著影响。总结来看,中科院产研合作向企业和中科院提供了有效的沟通渠道,有助于自身成果转化。     

契约与关系共同治理的供应链知识协同机制

随着知识资本效益的日益凸显,企业间的合作层次不断提升,供应链上下游企业间以合作创新为目的的知识协同,已成为供应链提升整体竞争优势的重要途径。本研究以契约理论和关系交换理论为基础,构建了供应链知识协同的理论模型,对288家河南省装备制造业企业的实证研究结果表明,在供应链知识协同这一战略层面的协同中,关系治理的积极促进作用更加显著;由于知识交换的特殊属性,在目前中国文化情境下,契约治理程度越高,越不利于知识的共享与创新,从而不利于知识协同的实现。     

跨文化研究在线学习教育学——反思和比较中英高校在线学习合作项目的经验

本文旨在研究如何实现有效的跨文化协作,比较中英两国如何理解和组织在线学习。研究者依据现象解释学设计研究方法,对比和反思了参加跨文化合作开发在线学习课程的经历和体验,讨论了这一基于项目的协作交流如何促进了对在线学习的理解。最后,本文总结了一些可供开展后续相关探索活动的尝试性结论。     

Teachers’ Learning Journeys: The Quality Learning Circle as a Model of Professional Development

Worldwide, teachers struggle to keep pace with demands for learning. Educational reforms mandated at a national level require teachers to reconsider their teaching, curriculum and assessment philosophies and practices. This reliance on national policy initiatives increases teachers’ dependence on others knowing what their learning needs might be. Such dependence creates problems for sustained learning because teachers are not encouraged to help themselves. This article introduces an alternative approach to professional development, known as the Quality Learning Circle (QLC), to show how it can empower teachers to become agents of change able to meet both local needs alongside national agendas.     

HELIOS Education Gold Award Winner

ABSTRACT

This paper describes a collaborative project between the staff of twelve mainstream schools and Suffolk Local Education Authority staff which has aimed to develop differentiated teaching strategies. The project has developed teaching and assessment techniques for pupils with literacy difficulties and approaches to delivering aspects of the whole curriculum to pupils with special educational needs. The project recognizes the central importance of mainstream teachers if integration for pupils with special educational needs is to be a truly meaningful educational experience.     

Salary Planning

No abstract available for this article.     

We make the road by walking together: New teachers and the collaborative and context-specific appropriation of shared social justice-oriented practices and concepts

This study examined the work of a collaborative group of six new United States-based social studies teachers from the same social justice-oriented teacher education program (SJOTEP). Shared practices and concepts introduced previously in the SJOTEP were developed and appropriated to their classrooms and schools in consideration of the local context, through the collaborative problem-solving process of the group. It is argued that SJOTEPs and TEPs committed to issues of diversity, democracy, inclusion, and/or equity should be collaboration-based, teach a coherent and consistent social justice-focused curriculum, and provide post-graduation collaborative support and research it.     

Reflective peer coaching: Crafting collaborative self-assessment in teaching

Reflective peer coaching is a formative model for improving teaching and learning by examining intentions prior to teaching, then reflecting upon the experience. The goal of reflective peer coaching is to promote self-assessment and collaboration for better teaching and ultimately better learning. There are obvious benefits to colleagues collaborating and sharing ideas, thoughts, and observations. However, many models of assessing teaching effectiveness focus on summative evaluation in which colleagues observe each other once or twice a year and fill out institutional evaluation forms. Rarely do colleagues engage in formative conversations about teaching that are guided by the instructor's personal goals and objectives. Reflective peer coaching necessitates a ten-minute planning conversation prior to the actual lesson and a ten-minute reflective conversation after the lesson. These conversations happen regularly and frequently to build self-awareness and self-assessment of the personal craft of teaching. The following article outlines the dynamics of the reflective peer coaching process as a formative assessment model that leads to better learning through improved teaching.