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Effective teacher beliefs about students are an integral part of effective teaching. Teachers with interventionist beliefs about students (‘I can intervene to help a learner with difficulties’) show more effective practice than teachers with pathognomonic beliefs (‘I blame the learner for his difficulties’). A professional development (PD) course sensitized teachers (N = 234) to individual learning differences (ILDs), using five learning/cognitive styles tools. Teachers’ responses to a pre‐/post‐test question concerning their beliefs about ‘weak students’ were analyzed and correlated with their ILD scores. Before the PD, teachers with strong ILD preferences matched to traditional learning contexts were significantly more ‘at risk’ (i.e., had fewer interventionist beliefs) than the other teachers; the former teachers were significantly overrepresented in the sample. After the PD, teachers’ interventionist beliefs significantly increased, regardless of their ILD preferences. Neither the length of the PD (28 hrs. vs. 56 hrs.) nor the amount of teaching experience affected the teachers’ interventionist beliefs about students. A mediated, constructivist and collaborative PD, which sensitizes teachers to individual learning differences, can increase effective teacher beliefs about students. We conclude that developing more effective teacher beliefs about learners should become a component of teacher professional development. 相似文献
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R E Lasky J E Tyson C R Rosenfeld D Priest D Krasinski S Heartwell N F Gant 《Child development》1983,54(5):1211-1216
3 groups of high-risk newborns and their controls were assessed at 92 weeks post-conceptional age using Bayley's Infant Behavioral Record (IBR). The 3 groups of high-risk infants were those who weighed 1,500 grams or less at birth and required no ventilator therapy, those weighing 1,500 grams or less at birth who required ventilator therapy, and newborns weighing more than 1,500 grams at birth who required ventilator therapy. Controls were healthy term infants matched for 7 socioeconomic and demographic variables. The first principal component of the IBR ratings for the 3 groups of high-risk infants and the controls were similar. All 3 groups of high-risk infants received less desirable IBR ratings on most items than their controls. In addition, there were some differences among high-risk groups; ventilated infants regardless of birth weight received the lowest ratings reflecting overall performance on the IBR, very low birthweight, ventilated newborns were more likely to receive ratings characterizing an overly active infant with a short attention span, and very low birth-weight, never-ventilated infants were most likely to be rated as happy but passive and delayed. The differences between the high-risk infants and controls in large part resulted from infants who were also delayed in terms of their mental and motor development. 相似文献
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Although it is widely agreed that teacher sensitivity to individual learning differences (ILDs) is an integral component of effective teaching, little research has focused on how to develop this sensitivity in teachers. This study describes the reported effects of a year‐long professional development course designed to sensitize 14 teachers to their own and their colleagues' learning differences. The teachers explored their own ILDs in a mediated context with colleagues, utilizing a battery of learning styles inventories. In order to document any teacher change as a result of the course, the researchers collected data from interviews, written critical incidents, questionnaire, and field notes. A taxonomy of teacher change in language, beliefs and practice was constructed from the data using qualitative research analysis. Teachers reported the following changes: gaining a fluency in the language of individual learning differences; gaining interventionist beliefs about students; increased legitimizing and addressing of individual learning differences; and positive outcomes as a result of their changes, that is, awareness of self‐development and increased learner success. An empirical model of developing teacher sensitivity to ILDs is presented, with implications for teacher professional development. 相似文献
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Veronica Lynn Gibbs Lawrence B. Rosenfeld Manoochehr Javidi 《Communication Research Reports》2013,30(2):209-220
This study assessed the relationships among self‐reported oral communication apprehension (CA), job satisfaction, and organizational citizenship behaviors (OCB) for employees of a bank located in the southeastern U.S. Results indicated positive relationships between several of the job satisfaction and OCB variables, and several negative relationships between oral CA and OCB variables, and oral CA and job satisfaction variables. Also, individuals with high oral CA, in comparison to those with low oral CA, were found to score significantly lower on dimensions of organizational citizenship behavior and job satisfaction. Implications of these findings for the organization are discussed, as are reactions to the research findings by bank personnel. 相似文献
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Information adequacy,job satisfaction and organizational culture in a dispersed‐network organization
This investigation examined the relationship of information adequacy to job satisfaction and organizational culture in a healthcare organization with both office and field personnel. Information adequacy was assessed in four areas: personal performance, organizational policies, organizational performance, and organizational objectives. Comparisons of field and office personnel indicated that they did not differ on information adequacy or job satisfaction; they did, however, differ on several dimensions of organizational culture. Also, the relationship of information inadequacy to job satisfaction and organizational culture differed for employees depending on whether they worked primarily in the field or primarily in the office. Implications of the findings are drawn for organizations with a dispersed‐network structure. 相似文献
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Sex differences in social support in sororities and fraternities 总被引：1，自引：0，他引：1
Michael S. Woodward Lawrence B. Rosenfeld Steven K. May 《Journal of Applied Communication Research》2013,41(4):260-272
Abstract The purpose of this investigation was to assess differences between sorority and fraternity members with regard to the social support provided by the “sisters”; and “brothers”; with whom they live. Based on sex differences in communication in general, and the few findings of sex differences in social support, two research questions were posed: Do members of sororities and fraternities differ in the social support they provide? How do the various types of social support compare with each other within fraternities and within sororities? Differences found in this study corroborate results of research on sex differences in communication that characterize women as using communication to connect with, support, and achieve closeness with others, and men using communication to accomplish some task and to assert their individuality. In general, differences were mostly confined to two of the eight types of social support studied: members of sororities, in comparison to members of fraternities, reported being more satisfied with the emotional support they receive and perceiving greater availability of listening support. If the goal of fraternities and sororities is to provide their members with the full range of social support, then findings indicate members of fraternities could benefit from becoming more skillful at providing types of support that tend to promote closeness and connection (e.g., emotional support and listening support); and members of sororities could benefit from becoming more skillful at providing types of support that tend to create distance and separation (e.g., technical challenge support and emotional challenge support). 相似文献
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Lawrence B. Rosenfeld Jack M. Richman Steven K. May 《Journal of Applied Communication Research》2004,32(1):28-54
This investigation examined the relationship of information adequacy to job satisfaction and organizational culture in a healthcare organization with both office and field personnel. Information adequacy was assessed in four areas: personal performance, organizational policies, organizational performance, and organizational objectives. Comparisons of field and office personnel indicated that they did not differ on information adequacy or job satisfaction; they did, however, differ on several dimensions of organizational culture. Also, the relationship of information inadequacy to job satisfaction and organizational culture differed for employees depending on whether they worked primarily in the field or primarily in the office. Implications of the findings are drawn for organizations with a dispersed-network structure. 相似文献