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1.
Creed Peter A. Hood Michelle Hu Shi 《International Journal for Educational and Vocational Guidance》2020,20(2):331-349
International Journal for Educational and Vocational Guidance - Informed by a self-regulatory perspective, we tested a model (N = 233) in which job (e.g., autonomy), person (e.g.,... 相似文献
2.
James Powell Theo Wright Paul Newland Chris Creed Brian Logan 《British journal of educational technology : journal of the Council for Educational Technology》2008,39(2):369-389
Is it possible to educate a fire officer to deal intelligently with the command and control of a major fire event he will never have experienced? The authors of this paper believe there is, and present here just one solution to this training challenge. It involves the development of an intelligent simulation based upon computer managed interactive media. The expertise and content underpinning this educational development was provided by the West Midlands Fire Service. Their brief for this training programme was unambiguous and to the point:
- 1 Do not present the trainee with a model answer, because there are no generic fires. Each incident is novel, complex, and often ‘wicked’ in that it changes obstructively as it progresses. Thus firefighting demands that Commanders impose their individual intelligence on each problem to solve it.
- 2 A suitable Educational Simulator should stand alone; operate in real time; emulate as nearly as possible the ‘feel’ of the fireground; present realistic fire progress; incorporate the vast majority of those resources normally present at a real incident; bombard the trainee with information from those sources; provide as few system‐prompts as possible.
- 3 There should also be an interrogable visual debrief which can be used after the exercise to give the trainees a firm understanding of the effects of their actions. This allows them to draw their own conclusions of their command effectiveness. Additionally, such a record of command and control will be an ideal initiator of tutorial discussion.
- 4 The simulation should be realisable on a hardware/software platform of £10 000.
- 5 The overriding importance is that the simulation should ‘emulate as nearly as possible the feelings and stresses of the command role’.
3.
Prideaux Lee-Ann Creed Peter A. 《International Journal for Educational and Vocational Guidance》2002,2(1):21-38
This paper provides a review of career development research studies publishedin Australia and New Zealand between 1995 and2000. The review has grouped the literatureaccording to the categories of careerdevelopment theory, career developmentconstructs, career-related decision-making,gender, cultural comparisons, career programsfor children and training programs for adults.These groupings were created to correspond withthe main focus of each study. 相似文献
4.
Creed Allison McIlveen Peter Perera Harsha 《International Journal for Educational and Vocational Guidance》2021,21(2):285-308
International Journal for Educational and Vocational Guidance - We measured 16 career-related metaphors’ salience to university students and graduates (N = 577). The JOURNEY... 相似文献
5.
Creed Peter A. Patton Wendy 《International Journal for Educational and Vocational Guidance》2003,3(1):21-33
A large sample (N =1,279) of high school students was assessedusing the Career Maturity Inventory (CDI-A;Lokan, 1984). The two composite scales ofCareer Development Attitude and CareerDevelopment Knowledge were examined in relationto age, gender and whether the students hadengaged in paid work experience. Levels ofcareer maturity increased with age, and ingeneral, females at all age levels reportedhigher levels of maturity than males. Studentswith paid work experience reported higherlevels of Career Development Attitude thanthose with no paid work experience. CareerDevelopment Knowledge was not associated withpaid work experience. Gender differences alsooccurred, with females with paid workexperience generally reporting higher levels ofcareer maturity than males with paid workexperience. Results are discussed in adevelopmental context. 相似文献
6.
The present study reports on a study conducted with 377 Australian students enrolled in grades 9 through 12. The Australian version of the Career Development Inventory (CDI-A; Lokan, 1984) and a work commitment measure modified for the Australian context (Rowley & Feather, 1987) were administered. Analyses were conducted with the four subscales of the CDI-A as the dependent measures, and two levels of work commitment (high/low), four levels of age (14–17) and gender (female/male) as the independent variables. Work commitment was moderately correlated with all subscales of the CDI-A. Gender differences were evident on work commitment and career maturity. A striking finding was the strong relationship between work commitment and the knowledge component of career maturity for females. Findings are discussed in the context of changing educational and labour market opportunities and the role of education programs in career maturity development. 相似文献
7.
Peter A. Creed Oi Yin Wong Michelle Hood 《International Journal for Educational and Vocational Guidance》2009,9(3):189-203
The study tested the relationship between occupational aspirations/expectations (type and status) and decision-making difficulties,
efficacy and career barriers in 498 Chinese high school students. Males aspired to investigative and enterprising types, but
expected realistic and enterprising ones; females aspired to enterprising and conventional types, but expected conventional
and social ones. Students with aspirations/expectations type discrepancies were more likely to be higher achieving females;
those with aspirations/expectations status discrepancies had poorer academic achievement, less confidence and perceived more
barriers. 相似文献
8.
Three hundred and sixty-seven secondary school students across five year levels (8–12) were assessed for levels of career maturity (attitude and knowledge), work commitment, work value, career decidedness (indecision and certainty), career decision-making self-efficacy and self-esteem, and indicated their age, gender, socioeconomic status, school achievement and work experience. Using two multiple regression analyses, the predictor variables were able to account for 52% of the variance of career maturity attitude, and account for 41% of the variance of career maturity knowledge. Self-efficacy, age, career decidedness (certainty) and work commitment were the main predictors of career maturity attitude. Age, gender, career decidedness (certainty), work commitment and career decidedness (indecision) were the main predictors of career maturity knowledge. Results demonstrated the importance of examining two aspects of career maturity (attitude and knowledge), and were discussed in the context of Super's (1957, 1990) theory of career development. 相似文献
9.
Dian R. Sawitri Peter A. Creed Melanie J. Zimmer-Gembeck 《International Journal for Educational and Vocational Guidance》2014,14(2):161-180
Using social cognitive career theory, we examined the relationships between parental variables (parental career expectations, adolescent–parent career congruence) and adolescent career aspirations and career actions (planning, exploration) in a sample of Grade 10 Indonesian high school students. We found good support for a model that revealed various routes by which the two parental variables were associated with adolescent career aspirations and career actions, although the main influence of the parental variables was by way of self-efficacy. The findings demonstrate important roles for parental career expectations and adolescent–parent career congruence in adolescents’ career aspirations and actions. 相似文献
10.
Anna Praskova Peter A. Creed Michelle Hood 《International Journal for Educational and Vocational Guidance》2013,13(2):115-134
Goal engagement in young adults is variable. We recruited university students to test whether general personal characteristics (educational ability, core self-evaluations, and well-being; study 1, N = 195) and career adaptive variables (career confidence, exploration, and planning; study 2, N = 152) facilitated career goal engagement. Goal engagement was associated positively with goal disengagement in study 1. Moderating effects showed that the positive relationship between engagement and disengagement was stronger when core self-evaluations and well-being (satisfaction) were high, and when career confidence, exploration, and planning were high. Results are discussed in the context of transitions and promoting adaptable career goals. 相似文献