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1.
分析我国高速铁路发展状况及其对信号技术人才培养的新要求，紧跟我国高速铁路发展形势，以企业岗位需求为导向改革人才培养方案，提出高速铁路信号技术人才培养的措施。 相似文献
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蒋静琪 《江苏广播电视大学学报》1997,(4)
本文从迅猛发展的市场经济对未来应用型技术人才迫切需求这一问题出发，分析了目前我国应用型技术人才培养现状和发达国家应用型技术人才培养方式。从而提出在机遇和挑战面前对应用型技术人才培养应如何进行改革的几点看法。 相似文献
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为解决高校数字媒体技术专业存在的人才培养模式滞后于产业需求的问题,提出基于产业需求的数字媒体技术专业人才培养模式。该人才培养模式的人才培养定位适应数字媒体技术产业发展的需求,专业技能规格与数字媒体技术产业最新技术发展同步,课程体系设置以新知识特色课程为主导,从而使得这种人才培养模式能够满足产业的需求。因此,基于产业需求的数字媒体技术专业人才培养模式可解决我国数字媒体技术专业人才培养模式存在的问题,并可以在开设数字媒体技术专业的高校中推广、复制。 相似文献
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针对柳州市产业转型升级与技术技能型人才供给不足的矛盾，柳州职业技术学院在国家示范性高职院校“后示范”建设过程中，根据产业转型升级需求，以提高人才培养质量为中心，及时改革人才培养模式，优化专业结构，重新确定“技能+管理+素养”高素质技术技能型人才培养目标，校企合作开发课程、共建实训基地、共同培养“双师型”教师队伍，培养出适应柳州市产业转型升级需要的高素质技术技能型人才。 相似文献
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"订单式"人才培养模式的实施与改进 总被引：1，自引：0，他引：1
朱晓红 《商丘职业技术学院学报》2006,5(4):108-109
“订单式”人才培养是现阶段对高职高专人才培养模式的积极探索。漯河职业技术学院与双汇集团合作举办“双汇店长班”，总结出实施“订单式”人才培养的关键要素，并从校企人才培养点与需求点的结合、教学改革和协调机制的建立等方面提出了改进意见。 相似文献
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海洋技术学科实习基地的建设是应用型创新技术人才培养的措施之一，只有明确不足才能实现目标。因此在建设过程中要注重基地组成的层次性、发展方向的多元性、实习内容的完整性、实习过程的理论性和基地建设的动态性等几方面，注重人才培养与社会发展需求是一致的。 相似文献
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林景良 《广东白云学院学刊》2005,(1):58-61
本文分析了当前国内职业技术院校国际贸易专业人才应用型培养模式的不足，探讨了人才培养模式的改革，并根据高职生源、高职的办学条件和市场的需求，归纳、总结适合高职国际贸易专业的人才培养模式。 相似文献
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我国的职业教育尽管取得了一些成绩，但从经济发展的现实需求与横向比较来看，仍然存在一定的问题。本文以平顶山工业职业技术学院为例，从构建科学的人才培养方案与课程体系入手，对高职高专人才培养质量、工学结合的内涵等进行了研究。 相似文献
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《Performance Improvement Quarterly》2017,29(4):343-373
The influence of interest on job completion time, ordinary and worthy job performance, and job satisfaction is investigated following the provision of job‐related prior knowledge. This quasiexperimental posttest research compared studies of low‐ and high‐value jobs. In Study 1, participants (n = 75) completed a dressing job (low value). In Study 2, participants (n = 71) completed a computer job (high value). Interest in the low‐value job was found to trigger significant job performance and job satisfaction, but no significant impact was noted on job completion time. However, worthy job performance (in which performance is evaluated by total cost spent to acquire desired output) of the lowvalue job was nonsignificant and inverse to job performance. Interest in the highvalue job was seen to significantly affect job completion time and job satisfaction, but not job performance. In contrast to Study 1, worthy job performance was consistent with job performance and seen as significant. The results are discussed, and further research studies are recommended. 相似文献
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This study aims to examine how job resources, demands, and self-efficacy affect American STEM teachers' job satisfaction by analyzing the US TALIS 2018 data. Multiple regression and commonality analysis were used to analyze factors' significant contributions and their detailed real unique and common contributions to STEM teachers' job satisfaction. The results show that the final model explains 29.6% of the variances of STEM teachers' job satisfaction. The commonality analysis further showed that job resources, job demands, and job self-efficacy explained 23.5%, 8.6%, and 8.0% of variances of job satisfaction, respectively. However, these factor sets uniquely contributed 15.9%, 2.9%, and 2.1% of the variance, separately. This study confirms the validity of the revised job demands−resources model for STEM teachers' job satisfaction. Furthermore, the commonality analysis reveals the unique and independent contributions of job demands, resources, and self-efficacy to job satisfaction. Results from the research identified the significance of job resources contributing to the improvement of STEM teachers' job satisfaction. 相似文献
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LUAN Cui-ju SONG Guang-hua ZHENG Yao ZHANG Ji-fa 《浙江大学学报(A卷英文版)》2007,8(1):95-105
INTRODUCTION The Grid is capable of coordinated resourcesharing and problem solving in dynamic andmulti-institutional virtual organizations (Foster et al.,2001). As a kind of grid, the computational grid pro-vides a new method to deal with engineering andscientific computation, and by using it we launch theMultidisciplinary ApplicationS-oriented SImulationand Visualization Environment (MASSIVE) project(Zheng et al., 2004). The aims of the MASSIVEproject are to use Grid technolog… 相似文献
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Principal Recruitment: An Empirical Evaluation of a School District’s Internal Pool of Principal Certified Personnel 总被引：1，自引：0，他引：1
Paul A. Winter James S. Rinehart Marco A. Muñoz 《Journal of Personnel Evaluation in Education》2002,16(2):129-141
Applicant pools for principal vacancies are shrinking nationwide. This shortage of job applicants requires school districts to evaluate their internal pools of principal certified personnel. In this study, 194 certified individuals from a large school district responded to a survey measuring attraction to the job of principal, current job satisfaction versus expected satisfaction in the job of principal, barriers to pursuing the job, and recommended changes in the job. Few participants intended to apply for principal vacancies due to age (median=51), lack of self-reported capability to do the job, and satisfaction with the current job. Participants perceived their job satisfaction would decrease on assuming the job of principal relative to factors such as time with family and job security, and increase relative to factors such as salary and opportunity to experience varied activities. Implications for principal recruitment and recommendations for restructuring the job are discussed. 相似文献
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谈当代大学生择业的心理偏差和调适策略 总被引：3，自引：0，他引：3
魏光民 《渭南师范学院学报》2006,21(6):71-73
大学生在自主择业和双向选择过程中,呈现出攀高、求洋、图稳、利己、低就、怕苦、多燥和欠搏等不良心理,使他们的择业行为与社会需求发生偏差。大学生要在激烈竞争中理智择业和顺利就业,就必须调整心态,把握自我。 相似文献
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通过对428名在职专业技术人员的职业高原、工作投入、工作绩效、工作满意度、离职意向进行调查,分析结果显示：员工的工作投入、工作满意度与职业高原呈显著负相关,离职意向与职业高原呈显著正相关,工作绩效与职业高原的相关不显著。对应分析的结果显示：出现严重职业高原现象的员工容易出现较高的离职意向、较低的工作投入和工作满意度,而无高原现象的员工一般具有高投入、高绩效、高满意度和低离职意向。回归分析的结果表明：员工职业高原的四个维度对工作投入、工作绩效、工作满意度、离职意向均有不同程度的预测作用。 相似文献
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Multilevel covariance structure analysis was used to compare two theoretical models that have been proposed to explain the relation between job demand and job control on nursing performance. A key feature of both models is that high job demand and low job control influences the nurses mood state (or state of stress), and this results in reduced nursing performance. Objective measures of job demand and level of control were collected at the level of the hospital ward; measures of perceived job demand, job control, mood state, and nursing performance related to individual nurses within each ward. The modeling provided evidence that both perceived job demand and perceived job control influenced both anxiety and emotional exhaustion, enabling us to reject 1 of the proposed models. 相似文献
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Gary L. Filan Morris A. Okun Robert A. Witter 《Community College Journal of Research & Practice》2013,37(2):113-122
Research on job satisfaction among community college faculty has been largely atheoretical. The present study examined the contribution of four sets of factors to explaining faculty job satisfaction in the community college. According to Kalleberg's (1977) theory of job satisfaction, employee's affective reactions to their jobs are largely determined by ascribed social statuses, achieved social statuses, job values, and job rewards. A random sample was drawn of 371 full‐time faculty from a multi‐campus community college district located in a metropolitan area in the Southwest. Nonresponses and partial responses resulted in an effective sample size of 261. A correlation analysis revealed that institutional age and physical safety job value were significantly, inversely related to job satisfaction and that all job rewards were significantly, positively related to job satisfaction. A simultaneous multiple regression analysis indicated that institutional age was a significant, inverse predictor of job satisfaction and that chronological age, and the good supervision and work itself job rewards were significant, positive predictors of job satisfaction. Of the variation in job satisfaction scores accounted for by all predictors, approximately 5% may be attributed to ascribed and achieved social statuses and to job values, and 48% to job rewards. For faculty in the district we surveyed, the keys to promoting job satisfaction would be to enhance the satisfying aspects of the work itself and good supervision. Programs which afford faculty who are less than satisfied with their jobs opportunities to be “origins” rather than “pawns” may be beneficial. 相似文献
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许颖 《宁波大学学报(教育科学版)》2020,(6):117-122
摘要:采用问卷调查法对511名幼儿教师进行调查,考察幼儿教师工作压力与生活满意度之间的关联,探讨心理资本和工作倦怠在其中的序列中介效应。结果表明:（1）幼儿教师工作压力、心理资本、工作倦怠、生活满意度两两显著相关;（2）幼儿教师工作压力对生活满意度的直接预测作用不显著,但分别通过心理资本、工作倦怠的独立中介作用以及二者的序列中介作用间接预测生活满意度。研究结果提示不仅要重视缓解幼儿教师的工作压力,降低工作倦怠,还要从提升幼儿教师心理资本、发挥个体资源的保护性作用等途径缓解工作压力对幼儿教师生活满意度的不利影响。 相似文献
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顾艳梅 《南昌教育学院学报》2011,26(2):94-95
求职过程是求职者全面展现自身综合素质的过程,求职技巧作为综合素质的表现始终贯穿于求职过程的全部。目前,中国的就业形势比较严峻,求职者面对的竞争越来越大,企业对求职者的要求也越来越高,面试方式更趋多样化,为此,对求职者进行求职技巧的训练和指导对求职成功与否起着至关重要的作用。本文采用实例法进行研究,从阐述求职技巧的内涵及求职技巧训练与指导的重要作用出发,针对求职者求职技巧的现状进行分析,提出求职技巧训练与指导的具体措施。 相似文献