卓越绩效模式下的图书馆馆长领导力研究

图书馆馆长领导力有两个基本要求:领导决策要求,即确立正确的使命、愿景和价值观;领导能力要求,即构建一个完整的管理体系,促成目标的实现。卓越绩效模式能够提升图书馆馆长领导力,推动图书馆事业的可持续发展。卓越绩效模式下的图书馆馆长要以人为本,准确定位并适时调整本馆的使命、愿景和价值观,建立完善的过程管理系统,建立图书馆与利益相关方之间的有效沟通渠道并协调好他们之间的关系。     

花样游泳教练员领导行为与运动员一般自我效能感:运动员性格的中介作用

探讨花样游泳教练员领导行为、运动员性格特征和运动员一般自我效能感间的相互关系和作用机制. 采用量表测试法对江苏省81 名花样游泳运动员进行数据采集. 运用相关分析、多元线性回归分析进行统计检验. 结果表明:(1)花样游泳教练员领导行为的多个维度可显著预测运动员的一般自我效能感;(2)不同领导行为可显著预测运动员的不同性格特征;(3)运动员性格特征的不同维度在教练员领导行为和运动员一般自我效能感间,分别具有不同程度的中介作用.     

领导理论丛林与领导学科的发展

目前领导理论出现了一种类似于1961年管理学家孔茨描述管理理论时所指的混乱状态,将之喻为"领导理论丛林".在"丛林"中,许多关于领导的定义和观点彼此冲突.描述了"丛林"状态,并分析了其产生的根源,最后提出了解决这种状态的办法和发展领导学科的建议.     

教练员领导行为对运动员信任、团队效果的影响

运用问卷调查法,对我国摔跤教练员的领导行为对运动员信任、团队效果的影响进行了分析研究,结果表明:不同归属、项目类型、运动年限的运动员对教练员领导行为的认知存在差异,以及不同归属的运动员对团队效果认识存在差异,并且教练员领导行为与运动员信任、团队效果部分呈正相关.     

萨乔万尼道德领导理论与实践

萨乔万尼从价值观和感性视角提出道德领导理论,认为道德领导是达到学校改进的核心",领导之心"塑造了"领导之脑",驱动了"领导之手";对决策和行动的反思又肯定或重塑了"领导之心"和"领导之脑"。该理论强调愿景领导和价值引领,强调通过培养下属的自主管理能力,把下属打造成信奉者,通过塑造领导替身强化学校的道德共同体构建。萨乔万尼理论给我们的启示是,道德领导力是校长引领教师从能力学校走向卓越学校的有效途径。     

Preparing school principals in the Chilean scenario: lessons from Australia,England and the United States

In this paper will be analysed three different educational contexts for preparing school principals such as Australia, England and the United States. This study analyses the professional development of academic leadership in the countries previously mentioned in order to apply the successful aspects to the Chilean education system, a system greatly need of improvement. The main finding of this study is that school administrator development is unproductive when the administrators themselves are not given the power to make decisions such as selecting teaching staff and managing finances. In this context, legal and bureaucratic structures in Chile act as barriers in consolidating and practicing these new ideas and recommendations.     

Leadership coaching for principals: a national study

Surveys were sent to a large representative sample of public school principals in the United States asking if they had received leadership coaching. Comparison of responses to actual numbers of principals indicates that the sample represents the first national study of principal leadership coaching. Results indicate that approximately 50% of all principals have received or currently receive coaching. In general, this same percentage applies to most demographic categories. Respondents also rated components found to be of consequence to coaching success and these were compared with characteristics of the coaching relationship. Respondents overwhelmingly found coaching to be supportive and beneficial to them and believed it contributed to increasing student achievement. Recommendations include the expansion of leadership coaching programs and further study into specifics of the coaching relationship.     

Objective outcome evaluation of a leadership course utilising the positive youth development approach in Hong Kong

Abstract

This study adopted a single-group pretest-posttest design to explore the changes in 2,876 undergraduate students in positive youth development, psychological well-being and desired graduate attributes after they took a leadership subject utilising the positive youth development approach at one university in Hong Kong. The subject aims to promote undergraduates’ leadership qualities, particularly their intra- and inter-personal competencies. Participants completed the same objective outcome evaluation forms before and after taking the subject. We found that the participants showed significant positive changes in most positive youth development attributes (i.e. self-determination, cognitive competence, behavioural competence, social competence, emotional competence, self-efficacy, spirituality, and clear and positive identity), life satisfaction and desired graduate attributes (including problem-solving ability, critical thinking, life-long learning and ethical leadership). The findings demonstrate that leadership subjects can promote the positive youth development of Chinese university students and enhance their psychosocial well-being and desired graduate attributes.     

Charismatic cops,patriarchs and a few good women: leadership,club culture and young peoples' drinking

The paper reports on key findings of a research project that examined the roles that community-based sporting clubs in the Australian state of Victoria play in shaping young people's understandings and uses of alcohol. Our research imagined clubs as community hubs that are located in complex networks that impact on the ways that clubs understand their locations in communities, and which have unpredictable influences and consequences on club histories, culture and orientations to issues such as young people and alcohol use. The paper focuses on understanding the key roles played by club leaders in facilitating change and transformation in these contexts, particularly in terms of alcohol-related practices and the potential impact of these on young people's uses and understanding of alcohol. We situate these findings in a framework that draws on the literature of complexity science and complex adaptive systems (CAS) to suggest that these practices and changes need to be understood in ways that allow for complexity, uncertainty, emergent behaviours and adaptive change.     

教师领导的三种发展思路及其认识论基础

本文归纳了当前发展教师领导的三种思路及其实践表现,并借助Habermas关于人类认识和旨趣的论述,剖析这三种教师领导发展思路的认识论基础,指出不同的教师领导发展思路正是基于行动者对学校教育、教师知识和教师权威持有不同的认知旨趣而产生的行动结果。文章进而指出虽然"社群为本"成为当前发展教师领导的最新取向,但仍需持解放认知旨趣与批判的立场,以防社群中已经存在的系统扭曲,使教师领导产生新的压迫。