我国构建以行业为主导职业教育模式的依据研究     

黄日强 《河北师范大学学报(教育科学版)》2012,14(5):73-77

在我国,职业教育发展与社会实际需求不相符合的矛盾日益突出,构建以行业为主导的职业教育模式是必要的,也是可行的,但必须以转变政府职能,建设服务型政府,准确定位政府管理职业教育的职能和提高行业举办、协调、指导职业教育的责任意识为前提。  相似文献   

毛泽东的领导能力建设思想浅析     

宫正 《许昌学院学报》2012,31(4):97-100

毛泽东作为党和国家第一代领导集体的核心,在中国的革命和建设事业中表现出了卓越的领导能力,他对领导能力的建设也发表了很多精辟的论述,是我们党宝贵的思想资源。毛泽东认为坚持为人民服务的立场是领导能力建设的保障,是判断领导活动是否具有进步性的试金石;他认为领导能力应包括坚定的政治信仰、丰富的知识结构、卓越的工作能力和勇敢的乐观主义性格等素质;他强调提高领导能力的途径主要是依靠学习和实践。  相似文献   

党的第三代领导集体党建思想解读     

娜日斯 《佳木斯教育学院学报》2012,(3):9-10

以江泽民、胡锦涛总书记为核心的党的第三代领导集体,全面继承了毛泽东思想党建学说和邓小平理论党建学说,根据时代的要求,依据实践的发展,以其敏锐与勇气,成功地回答了一系列党建重大理论难题,形成了具有鲜明时代特征的党的第三代领导集体党建思想,为做好新形势下的党建工作作出了重大的贡献。本文从确立邓小平理论的指导地位、提出"三个代表"重要思想、全面推进党的建设的新的伟大工程、创造性地开展"三讲"教育、强化党的制度建设等五个方面解读了党的第三代领导集体党建思想。  相似文献   

Problems in the Training of Research Workers     

《The Journal of educational research》2012,105(6):442-448

ABSTRACT

The authors examined the nature of dominant students in Grades 3–5 in a midwestern school system in the United States. Previous research has indicated 2 ways a student may gain dominance—through bullying and prosocial behaviors. A cluster analysis for dominant children was conducted using social interdependence attitude scores, children's self-reports of bullying and prosocial behaviors, and teacher reports of bullying and prosocial behaviors. Dominant children were clustered into cooperative-prosocial, competitive-aggressive, and individualistic groups. Competitive-aggressive children received higher teacher ratings of dominance than did cooperative-prosocial children, there was no significant among the clusters on perceived leadership by peers, and cooperative-prosocial children tended to have teachers who used more cooperative learning in their classroom.  相似文献   

Organisational transition challenges in the Finnish vocational education – perspective of distributed pedagogical leadership     

Aini-Kristiina Jäppinen  Irmeli Maunonen-Eskelinen 《Educational studies》2012,38(1):39-50

The article examines organisational challenges in the Finnish vocational education and training (VET) to support students’ lifelong learning pathways. Investigation of organizational challenges is done through the students’ transitions either within one school level or from one school level to another or to working life. For supporting the students’ learning pathways, it is argued here that specific attention has to be paid to collaborative practices of the personnel in order to guarantee the transitional fluency. This kind of collaboration is here called distributed pedagogical leadership. For examining the shared practices in the frame of distributed pedagogical leadership, the article introduces both quantitative results from a national survey and a Finnish VET case school and qualitative results from this particular school as several interviews of the leadership team and the teachers.  相似文献   

Factors affecting the performance of public schools in Lebanon     

Dorine M. Mattar 《International Journal of Educational Development》2012,32(2):252-263

By sampling extreme cases (five high-performing schools and five low-performing ones), the researcher revealed the differences in the teachers’ motivation (Mattar, 2010) as well as the extent to which Principals adopted the instructional leadership style (Mattar, 2012) in the two sets of schools. Here, she looked for additional issues, within the same sample, that make a school a high-achieving one or a low-performing one. Factors affecting school performance are: students’ SES and their quality, teachers’ quality (their ability and the quality of work life) and the way they are motivated, the Principal's leadership style, and the schools’ physical working conditions.  相似文献   

American Education in the Twentieth Century: Progressive Legacies∗     

《Paedagogica Historica: International Journal of the History of Education》2012,48(4):415-416

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团队文化和领导方式对团队创新的影响及其机制     

薛继东  李海 《北京师范大学学报(社会科学版)》2012,(2):102-113

以中国南方某省级电信运营公司及其所属18个市级分公司的90个团队、306名团队成员为样本,探讨了市场导向、学习导向这两种团队文化特质与团队创新的关系及其影响机制。回归分析结果表明:(1)市场导向与学习导向正向预测团队创新。(2)团队反思在市场导向、学习导向与团队创新关系中起着完全中介作用。(3)领导方式在团队文化与团队反思的关系中具有调节作用,总体而言,在一个有利于创新的团队文化氛围中,变革型领导相比交易型领导更能促成反思和创新,但其正向调节效应并不十分稳定。  相似文献   

The Influence of Distributed Leadership on Teachers’ Organizational Commitment: A Multilevel Approach     

《The Journal of educational research》2012,105(1):40-52

ABSTRACT

In the present study the effects of a cooperative leadership team, distributed leadership, participative decision-making, and context variables on teachers’ organizational commitment are investigated. Multilevel analyses on data from 1522 teachers indicated that 9% of the variance in teachers’ organizational commitment is attributable to differences between schools. The analyses revealed that especially the presence of a cooperative leadership team and the amount of leadership support played a significantly positive key role in predicting teachers’ organizational commitment. Also, participative decision-making and distribution of the supportive leadership function had a significant positive impact on teachers’ organizational commitment. In contrast, distribution of the supervisory leadership function and teachers’ job experience had a significant negative impact.  相似文献   

VET leadership for the future – characteristics,contexts and capabilities     

《Journal of Further & Higher Education》2012,36(6):819-843

This paper examines leadership in Australia’s vocational education and training (VET) sector. VET leaders make a vital and growing contribution to learners, industry and society, yet research on their work is limited. This has direct implications for ensuring leadership is most effective, and for framing evidence-based capacity development. The current research draws together reviews of complex and often competing contexts, analyses of prior research, and results from a national survey of 327 practising VET leaders. Analysis of what VET leaders report doing in their jobs suggests that while they are attuned to the education-focused demands of their roles, they now need new capabilities to respond to internal and external developments. To identify the powerful forces which shape leadership, the study established criteria seen to mark out effective performance in each role. It highlighted a set of indicators identified by VET leaders as those most important in making judgements about the effective delivery of each role. Identifying indicators of effective performance is important, as it is these which, ideally, drive leaders’ aspirations and behaviours. The future capacity of VET in Australia will be underpinned by the capability and regeneration of its leadership. New programmes need to focus on concrete ‘change management’ skills, working through complex real-world problems and leading change in ambiguous environments. The more authentic and active modes of learning were advocated by VET leaders, who expressed an overwhelming preference for practice-based and self-managed, as opposed to formal, forms of professional learning.  相似文献