An analysis of sexual harassment on Iranian campuses     

《International Journal of Educational Development》2021

Consensual sexual harassment on Iranian campuses is getting prevalent; however, this phenomenon has not been examined yet. This study contributed to the area and investigated the sexual relationships shapes, the behaviour of Iranian faculty members and female college students, and the consequences of sexual harassment for the victims, even in its consensual form. Hence, the phenomenological qualitative method was applied to explore the experiences of 10 female graduate students. The data were collected through online in-depth interviews due to the COVID-19 pandemic. In line with the theoretical framework proposed by Terpstra and Baker (1986), the interpretive phenomenological analysis revealed three themes of Onset, Sexual treatment, and After effects. According to the results, the basic needs of the females and the professors’ leering seduced the females to enter into sexual relationships. The results also reflected the academic and psychological consequences of sexual harassment on the victims’ future. The findings have some implications for higher education policymakers, university chancellors, and governmental officials.  相似文献   

加强师资队伍建设 推动学院快速发展     

林晋 《教育探究》2006,(2)

加强师资队伍建设,抓好教师队伍素质的提高是办好学院,提高学院教学、科研水平和人才培养质量的关键。高等职业院校师资队伍的素质要求,既不同于普通高校,也不同于中等职业学校,这是高等职业教育的人才培养目标所决定的。根据学院总体发展目标和目前教师队伍的实际情况,制定2005—2010年师资队伍建设规划。  相似文献   

高职高专"双师型"教师队伍建设的难点与对策   总被引：14，自引：0，他引：14  

唐贵伍 《高教论坛》2003,(3):8-10

分析了高职高专“双师型”教师队伍建设的现状和难点,提出了加快“双师型”教师队伍建设的措施。  相似文献   

关于高等职业教育特色的几点思考   总被引：1，自引：0，他引：1  

庄晶  曲家波 《辽宁高职学报》2001,3(6):47-48

办出特色是高职教育发展的生命线，高职教育应体现高职的特色，专业设置，师资队伍建设，实训基地建设等方面。  相似文献   

Departmental networks—An empirical analysis of career patterns among junior faculty in Germany     

Heinke Roebken 《Higher Education》2007,54(1):99-113

By using recruitment data from 60 German departments of business administration, networks are constructed in which the nodes are departments, and two departments are connected if they have either sent or received a scientist from one another. Different concepts of social network analysis are applied to answer a series of questions, such as the number of scientists the business departments produce, to whom they send and from whom they receive their scientists, and which role academic networks play in the career of young scientists in business administration. Regression analysis revealed that network centrality is a robust predictor of departmental reputation. The social network approach can be used to assess reputational differences among business departments, thereby providing an alternative to existing opinion surveys and research rankings.

Heinke RoebkenEmail:

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Cross-cultural academic mentoring dyads: a case study     

Amber Daniel  Suzanne Franco  Noah L. Schroeder  Ada T. Cenkci 《Mentoring & Tutoring: Partnership in Learning》2019,27(2):164-189

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荷兰大学教师发展研究轨迹探析     

吴薇 《复旦教育论坛》2011,9(5)

20世纪60年代以来,荷兰的大学教师发展研究顺应了其教师教育研究的发展,走过了一条从稚嫩到相对成熟的发展之路,至今仍呈现出国际化水平不断提升的良好发展态势。本文对荷兰教师教育研究的历程作简要的回顾,在此基础上,以荷兰跨校教育研究中心和莱顿大学教师教育研究院为例,具体分析该国以研究促发展的大学教师发展研究的内容与特点。  相似文献   

Reflective peer coaching: Crafting collaborative self-assessment in teaching     

Dale J. Vidmar 《Research Strategies》2005,20(3):135-148

Reflective peer coaching is a formative model for improving teaching and learning by examining intentions prior to teaching, then reflecting upon the experience. The goal of reflective peer coaching is to promote self-assessment and collaboration for better teaching and ultimately better learning. There are obvious benefits to colleagues collaborating and sharing ideas, thoughts, and observations. However, many models of assessing teaching effectiveness focus on summative evaluation in which colleagues observe each other once or twice a year and fill out institutional evaluation forms. Rarely do colleagues engage in formative conversations about teaching that are guided by the instructor's personal goals and objectives. Reflective peer coaching necessitates a ten-minute planning conversation prior to the actual lesson and a ten-minute reflective conversation after the lesson. These conversations happen regularly and frequently to build self-awareness and self-assessment of the personal craft of teaching. The following article outlines the dynamics of the reflective peer coaching process as a formative assessment model that leads to better learning through improved teaching.  相似文献   

高师体育专业实施“指导教师制”培养模式研究     

赵鲁南 《浙江体育科学》2003,25(5):30-32,39

运用问卷调查、文献资料法,主要针对高师体育专业毕业论文写作及综合能力培养中存在的问题,剖析导致原因,提出构建“指导教师制”(Faculty Adviser System)培养模式将是解决该问题的重要途径,结果对我国高师体育专业学生培养质量的提高、适应社会能力的增强将具有重要意义。  相似文献   

学术职业资历惩罚理论的中国解释--教师流动对于NRS模型的贡献分析     

刘进 《复旦教育论坛》2015,(1)

通过系统梳理文献构建中国学术职业资历惩罚（NRS）的基础假设,采用针对中国11所研究型大学的学术职业调查数据库,以教师流动特征作为NRS解释的关键变量,对流动次数、流动类型两类流动特征变量与NRS的关系进行了实证检验。实证研究发现,中国客观存在NRS现象,中国大学教师资历与流动的关系、资历与收入的关系也与西方假设相一致。随着高等教育的进一步发展,中国学术职业中NRS现象会继续加大,大学应科学分析NRS现象利弊,通过促进和规范教师流动有效引导学术职业健康发展。  相似文献