试论高职院校人性化管理与教职工幸福感提升

在高职院校快速发展时期,提高学院的内涵建设已成为重中之重,而实现学院核心竞争力的提升,就必须注重人才队伍建设,开发学院人力资源的潜能。本文就高职院校人性化管理的实施和教职工幸福感的提升进行探究,阐述了实施人性化管理是提升教职工幸福感的必要条件、有效途径和重要保证。     

从公共事业的管理看体育资源配置方式的选择

从公共事业管理以及社会事业发展的政府职能定位出发,讨论体育事业发展中不同类型的体育产品,指出政府的职能定位主要是提供公共体育产品(如全民健身),其资源配置采取政府配置,而准公共体育产品和私人体育产品则采用半市场化和市场化的方式来生产。     

基于干扰协调的公平性与吞吐量均衡算法

文章研究了下一代移动通信系统资源分配中的小区边缘用户数据流量与小区总吞吐量之间的折中均衡方案.采用干扰协调技术及功率控制算法,引入小区公平性因子来均衡频谱利用率和系统公平性.仿真计算结果显示,与传统PF算法相比,改进算法(TFI-PF)可以有效改善系统性能,提高小区吞吐量水平并改善用户公平性,在频谱利用率和公平性之间进行良好的均衡折中.     

层次分析法在地方高校设备资源配置中的应用

运用层次分析法对影响地方高校设备资源配置的因素进行了分析,并得出不同因素在设备资源配置中所占比例,为科学合理的配置设备资源提供了参考依据。     

Identifying and Exploring Future Trends Impacting on Academic Libraries: A Mixed Methodology Using Journal Content Analysis,Focus Groups,and Trend Reports

This article compares three sources of information about academic libraries to consider what the future could hold and the skills needed to deliver effective services within that future. The starting point is the contents of New Review of Academic Librarianship (formerly British Journal of Academic Librarianship) from 1986, which are examined thematically and used to conduct focus groups with academic librarians from those in first posts to international library leaders. Recent major trend spotting reports and articles are also examined and compared. Thus, a retrospective analysis of published literature plus the current concerns of working librarians and future trend spotting reports are brought together to see whether any trends for the future emerge. The skills needed to develop relevant services in these new contexts are identified and there is some consideration of how new roles could affect existing library teams. Gaps in the journal coverage and areas for possible future articles are identified.     

What Makes Access Services Staff Happy? A Job Satisfaction Survey

This article reports the results of a survey that analyzed the job satisfaction of 361 library access services practitioners. Library access services staff were surveyed and asked to rate job satisfaction based on Maslow's Hierarchy of Needs and Herzberg's Two-Factor Theory. Results show that access services staff have opportunities for satisfaction based on higher-level needs. Personal fulfillment, job opportunities, and relationships with coworkers rated as the top three most important factors. There are also contributing factors that affect job satisfaction based on lower-level needs, such as salary. Age, education level, and administrative responsibilities also play a role in job satisfaction of access services staff. The survey results demonstrated that most employees are satisfied, while improvements are needed in certain areas to provide employees with a more fulfilling work environment.     

中德两国职业教育师资队伍建设的比较研究与启示

德国职业教育教师的选拔、培养、任用、考核和培训方面已形成了自己独特的模式。文章在对中德两国职业教育师资队伍建设进行比较研究的基础上,结合我国航海高职教育的师资特点,提出了我国航海高职教育师资队伍建设的几点建议。     

加强独立学院教工党支部建设的思考

我国独立学院建立历史不长,由青年教师构成的党员队伍极其年轻,党务工作组织构建不健全,缺乏党性培训和工作经验,党建工作有待加大建设力度,特别是教工党支部工作开展困难较大,本文试从独立学院教工党支部建设的现状和问题,探讨独立学院教工党支部建设。     

Towards shaping the field: theorising the knowledge in a formal course for academic developers

In recent years there have been calls both for building the knowledge base of academic development (AD) and for systematic induction of newcomers to the field if AD is to advance as a professional and an academic field. Despite the importance and complexity of AD, induction of novice academic developers remains mostly informal and predominantly focuses on the practices of the field. We argue that more-experienced academic developers have an obligation to provide formal and systematic routes into the field and its knowledge base than is currently the case. One way of doing this is through offering a formal course for growing the next generation of academic developers. Such a course could equip newcomers with a more solid and shared knowledge base, thus contributing to shaping the epistemic spine of AD. In this paper, using Maton's Legitimation Code Theory, we offer an analysis of an existing course aimed at equipping novices with the theoretical and practical knowledge to enable them to solve some of the problems in higher education. From this analysis have emerged general principles that could inform the selection, sequencing and pacing of knowledge in a formal course for academic developers.     

Academic staff performance and workload in higher education in the UK: the conceptual dichotomy

Higher education in the UK is under increasing pressure to manage the workload of its academic staff in a way that maximises the outputs from teaching and research. The emergence of this trend can be traced back to 1989 and the government legislation that introduced neo-liberal managerialism into the sector mirroring the laissez-faire approach to the economy that was prevalent at the time. This article examines the literature surrounding workload management and staff performance in the sector to try to establish whether the two have been conceptually linked. A desk-based narrative literature review was executed in order to scrutinise the literature and attempt to answer the main question: what does ‘performance’ mean in relation to an academic role and how is this related to an academic’s workload within the post-92 (referring to ex-polytechnics and colleges of higher education granted university title following the Further and Higher Education Act 1992) higher education sector? The results of the review show that the literature is dichotomous both in terms of the two areas being discrete and also in the conceptual stance taken by writers in each area. Whilst there are inferred links between workload management and performance, these have not been explored. The article concludes by outlining what further research is needed on the linkages between workload management and staff performance specifically, using socially-critical methodology.