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排序方式： 共有536条查询结果，搜索用时 15 毫秒
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Ifenthaler Dirk Gibson David Prasse Doreen Shimada Atsushi Yamada Masanori 《Educational technology research and development : ETR & D》2021,69(4):2131-2150
Educational technology research and development - This paper is based on (a) a literature review focussing on the impact of learning analytics on supporting learning and teaching, (b) a Delphi... 相似文献
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Janice T. Gibson Marvin J. Westwood F. Ishu Ishiyama William A. Borgen Susan M. Showalter Qasem Al-Sarraf Semiha A. Atakan Isaura R. F. Guimares A. Lina Guisti-Ortiz Margaret Robertson Benjamin Shafrir Peter De Weerdt Gundelina A. Velazco Carol E. Baker Maria Dikaiou Tatiana Gabay Lina Kashyup Ilona Lee Maria E. Felce Di Paula Hillman Ngunangwa Nina F. Talyzina 《International journal for the advancement of counseling》1991,14(3):203-216
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Elsie L. Echeverri-Carroll Michael D. Oden David V. Gibson Evan A. Johnston 《Research Policy》2018,47(1):209-217
There has been considerable media coverage highlighting the lack of gender diversity in Silicon Valley, stressing the relatively low participation of women in the high-tech economy. Austin offers a unique case for testing whether similar gender issues characterized other high-tech regions because the city has historically benefited from the expansion of Silicon Valley’s large high-tech firms since the 1980s. The gender-biased business practices identified in Silicon Valley firms may have been transferred to their branch plants in Austin. Our analysis shows women’s losses in middle-skill occupation employment shares were concentrated in the low-tech industry and were partially offset by job share gains in high-skill occupations in the same sector between 1980 and 2015. Men’s losses in middle-skill occupation job share were also mainly concentrated in the low-tech sector but were partially offset by employment share gains in high-skill occupations only in the high-tech industry during this period. Women made large gains in relative real median wages only in high-skill occupations in the high-tech industry while their relative real median wages in other skill occupations and in the low-tech industry stagnated around zero during this period. Men’s gains in relative median wages were also concentrated only in the high-tech industry but were less than half of women’s and were negative (between ?10 and ?21 percent) in other occupations in the high-tech industry and across all occupations in the low-tech industry. As noted in previous studies, the impact of job polarization is not well understood across sectors and gender. This study finds the high-tech industry in Austin has had unintended consequences in terms of job polarization across gender, providing relatively fewer job opportunities in high-skill occupations to women than men but offering much higher gains in relative real median wages to women than men. Males also found relatively more job opportunities in high-skill occupations in the high-tech industry than women but experienced only half of women’s gains in relative median wages in this industry between 1980 and 2015. 相似文献
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Kathryn L. Combs Sharon K. Gibson Jane Saly John T. Wendt 《Assessment & Evaluation in Higher Education》2008,33(1):87-102
Typical university‐wide course evaluations do not provide instructors with sufficient information on the effectiveness of their courses. This article describes a course assessment and enhancement model where student feedback can be used to improve courses and/or programs. The model employs an assessment tool that measures student perceptions of importance and their current competence in course‐specific learning objectives both pre‐ and post‐course. Information gained from this assessment enables course improvement over time and also allows for modification in delivery and/or content of the current course. This model is intended to augment traditional course evaluation mechanisms based on specific and actionable feedback on learning objectives. 相似文献
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- The pandemic can be seen as an opportunity to revisit the justification for conferences and how they should be run to avoid elitism, climate impact, and diversity.
- 2020 saw a wealth of different approaches to events, including financing, technologies, scheduling, and the meaning of the term ‘live’.
- Engaging attendees and providing networking opportunities are considered the main obstacle to virtual events, but can social networking lessons help resolve – or even improve – this?
- It may take some time for online event programming to achieve the right balance of flexibility versus ‘buzz’ to meet a conference's key objectives: knowledge sharing and peer interaction.
- Live broadcasting is on the rise, but the on‐demand video model is gaining popularity as it ensures high‐quality presentation recordings and consistency of experience.
- Over time, technical challenges of online meetings will resolve, with competition leading to more reasonable pricing, customers becoming savvier, and vendors learning from experience.
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Chris L. Gibson David Khey Christopher J. Schreck 《Journal of Criminal Justice Education》2013,24(1):2-18
While research has found that males tend to commit more academically dishonest acts than females, we know little about what accounts for the gender differential or whether the same factors can explain academic dishonesty for males and females. This study assesses how internal controls, i.e., self‐control, shame, embarrassment, and moral beliefs, account for the relationship between gender and cheating behavior. Using a sample of students from a southern university in the United States, this study explores three questions. First, do internal controls vary across males and females? Second, can internal controls account for gender differences in test cheating? Third, do internal controls differentially or similarly predict test cheating for males and females? Results show that (a) gender differences among several internal controls as well as cheating behavior, (b) internal controls reduce the gender gap but cannot completely explain why gender differences exist in cheating, and (c) two internal controls, self‐control and moral beliefs, differentially predict male and female test cheating. We discuss limitations of our findings and how research can expand the investigation of gender differences and explanations for engaging in academically dishonest acts. 相似文献