Part-Time Learners’Perceptions of Success During Emergency Remote Teaching and Implications for Future

The Faculty of Lifelong Learning at South East Technological University’s Carlow campus is one of the largest providers of part-time,adult learning in the Irish HE sector.Therefore,the perspectives of our part-time learners offer us valuable insights into adult learner experiences in the Irish HE sector.The outbreak of Covid 19 saw us pivot our provision to an emergency remote teaching(ERT)model in the first wave of the epidemic.The faculty undertook an extensive study of its learners in 2021 to examine the impacts of ERT on learners,and this article takes a qualitative approach to the findings of this study,looking specifically at learners’comments about success,and the barriers to success,which ERT posed.Our study provided an opportunity to learn about our learners’conceptions of student identity,and how they interpret success as part-time learners.

Challenges of Nurse Tutors’ Classroom and Clinical Performance When Teaching

Introduction: Nursing is a dual profession that involves teaching both in class and at the clinical area. Nurse tutors meet a lot of challenges in their profession through their cognitive, affective and psychomotor nursing performance. The aim of this paper is to determine the challenges of nurse tutor clinical affective, cognitive and psychomotor performance in Malawi. Methods: Mixed methods design was employed. Quantitatively, 129 students and 82 nurse tutors randomly selected were involved for the five ranked Likert Scale questionnaire, and 42 nurse tutors were involved in in-depth. While 8 focus group discussions were conducted in 8 nursing colleges. Descriptive and inferential statistics were used quantitatively for predictive variable of nurse tutor work experience and student study experience to compare with the dependent variables from the 39 cognitive, affective and psychomotor attributes. Results: Both nurse tutors and students are not impressed with nurse tutors cognitive, affective and psychomotor performance during teaching. There is inadequate clinical orientation to students [OR ≤ 0.302;95%CI (0.096 ± 2.955);p ≥ 0.042] and inadequate funding from college administration [OR ≤ 1.013;95%CI (0.271 ± 3.793);p ≥ 0.985] as a result it creates much pressure on teaching. Conclusion: There is a need to develop an effective teaching strategy that would be conducive and easy to use for the limited resource environments in Malawi.

Utilization of the Teaching Strategies among Nurse Tutors in Malawi Nursing Colleges

Background: There are numerous teaching strategies that suit the pedagogical learning, but not all can yield the desired outcome and be properly applied by nurse tutors in both classroom and clinical area. Therefore, identifying the utilization of the teaching strategy for nurse tutors is very detrimental in nursing education. Methods: Descriptive exploratory design which utilized both qualitative and sequential quantitative methods was applied to Iterated Purposive Probability Sampling (IPPS) of 10 nursing colleges in Malawi. This was done to 129 student and 82 nurse tutors in two structured questionnaires, 40 in-depth interviews and 10 focus groups. There were 56 variables for the teaching strategy under five ranked Likert scale and the Cronbach’s Alpha was found to be 0.964 without standardisation and it was 0.963 after standardisation. Results: Direct teaching strategies like the lecture method are very common although nurse tutors prefer to combine with other interactive instructions. There is statistical association of use of role play and group discussion methods and nurse tutor work experience with odds ratios of OR ≤ 1.624;CI(0.576 ± 4.579);p ≥ 0.359 and OR ≤ 1.397;CI(0.882 ± 2.306);p ≥ 0.147 respectively. The ability to use different teaching strategies competently is still very limited among nurse tutors in Malawi nursing colleges. This compromises quality of learning among nursing students in the colleges. Conclusion: Developing a new teaching strategy that could combine the different attributes in the variety of the teaching instructions can promote the quality of nursing education in Malawi.

Part-Time Nurse Faculty Intent to Remain Employed in Academia: A Cross-Sectional Study

The purpose of this study was to test and refine a model of part-time nurse faculty intent to remain employed in the academic organization. Cross-sectional survey methods were used. A total of 282 part-time nurse faculty working in colleges or universities in Ontario, Canada were invited to participate. Survey instruments and items measured demographic, workplace, nurse responses to the workplace, and external variables. Correlation, multiple regression, and mediation analyses were conducted using data from 119 participants (47.6% response rate). Of the 19 variables hypothesized to affect intent to remain employed in the academic organization, seven influenced intent to remain. The resulting model indicated that the older the part-time nurse faculty member, the lower the level of intent to remain and the more years worked in the organization, the higher the level of intent to remain. The more opportunities perceived to exist outside of the employing organization, the higher the level of intent to remain. Additionally, the more satisfied part-time nurse faculty were with their job overall, the higher their level of intent to remain. In the workplace, the more support from the leader, the more formal or informal recognition received, and the more fair work procedures were perceived to be, the higher levels of part-time nurse faculty intent to remain employed in the academic organization, mediated by job satisfaction. Although age, organizational tenure, and external career opportunities are non-modifiable variables, deans and directors can encourage part-time nurse faculty to remain employed in their academic job by focusing on enhancing overall job satisfaction. Effective strategies may include formal or informal acknowledgement of good performance, consistent verbal and behavioural support, and implementation of procedural practices, such as performance evaluations and pay raises in a fair manner.

The Way to Realize the Morality-establishing and Talent-cultivating Responsibilities of Postgraduate Tutors in Agricultural and Forestry Universities

With the continuous expansion of postgraduate enrollment in China,the phenomenon of postgraduate tutors'experiencing dereliction of duties,morality and behavior in colleges and universities has become prominent in recent years.It has repeatedly attracted widespread attention from the whole society,producing a negative impact on postgraduate education.Agricultural and forestry universities take root at the grassroots level,serve agriculture,rural areas and farmers,have simple and practical education characteristics,and have made positive adjustments to mutual assistance between teachers and students,teachers'self-examination and regulatory system.This article analyzes the reasons for the current unethical and dishonest behaviors of postgraduate tutors in colleges and universities from the perspective of postgraduate tutors,and puts forward the implementation mechanism of the morality-establishing and talent-cultivating responsibilities of postgraduate tutors in agricultural and forestry universities combined with the school-running characteristics and practical experience of agricultural and forestry universities,so as to provide a reference for the construction of postgraduate tutor teams in colleges and universities.

Difficulties and Breakthrough Strategies in the Team Construction of Part-time Teachers in Application-oriented Universities

Strengthening the team construction of part-time teachers is required by the transformation and development of the universities,the realization of their goals of being developed into an application-oriented universities and their talent cultivation and long-term development.The existing problem regarding the part-time teachers in current application-oriented universities are the low proportion of part-time teachers,a shortage of high level parttime teachers,the absence of relevant laws and regulations,a lack of systematic policies or financial support for part-time teachers as well as the unsound management mechanism with insufficient scientific and reasonable employment scheme for part-time teachers.To strengthen the team construction of the part-time teachers in application-oriented universities,firstly we should improve the existing laws,regulations and policies and broaden the financial support channels.Secondly,we should develop the recruitment channels for part-time teachers and pay attention to introducing high-tech and highly-skilled talents.Thirdly,we should improve the management over part-time teachers and promote their value.Fourthly,it should adopt a people-oriented management concept and establish an effective evaluation and incentive mechanism for part-time teachers.

下一代个性化学习:生成式人工智能增强智能辅导系统

长期以来,教育技术领域的研究者致力于利用计算机开展个性化自适应教学。智能辅导系统作为这一领域的核心,其目标是通过计算机技术提供个性化学习体验和支持。近年来,生成式人工智能,尤其是大语言模型的发展,为智能辅导系统带来了突破性机遇,为个性化学习开辟了新的路径。本文回顾了研究者为实现个性化学习所作的努力及其成果和局限,探讨了大语言模型在个性化学习中的潜力和影响,介绍了“苏格拉底游乐园”——一个基于对话的智能辅导系统,如何利用大语言模型实施苏格拉底式教学,揭示了生成式人工智能如何革新个性化学习方式。针对大语言模型的潜在误用,文章提出了相应的建议,并构建了框架,旨在引导研发者在生成式人工智能和大语言模型范式下开发高效的智能教育应用。

From Big Data to Intelligent Tutoring: Exploring the Application of Big Data Technology in the Ideological and Political Education for College Counselors

This paper explores the application of big data technology in ideological and political education for college counselors.Big data-driven personalized counseling for students,social network analysis,and public opinion monitoring can optimize the efficiency of counselor work.However,there are still challenges concerning data privacy protection,technical support,and training.By scientifically evaluating and addressing these challenges,big data technology is expected to enhance the effectiveness of college counselors and improve the quality of ideological and political education.In the future,with technological advancements,big data technology will become an essential tool for higher education management.

全科预备导师5A胜任力模型的构建与探索

目的为进一步实现高质量培养全科医学人才的目标,构建全科研究生预备导师评估模型,探索全科人才培养新途径。方法构建全科预备导师5A胜任力模型,包括一级指标、二级指标、三级指标体系,5A一级指标包含Ⅰ育人能力、Ⅱ教学能力、Ⅲ专业能力、Ⅳ科研能力、Ⅴ评估能力;每个一级指标分解为三个维度的二级指标,每个二级指标再分解为包含三个维度的三级指标。遴选12名全科预备导师,在培养过程中实施全科预备导师5A胜任力模型,培训前后进行胜任力达标评价。结果通过构建及实施全科预备导师5A胜任力模型,全面提升了全科医学预备导师的综合能力。12名全科预备导师培训后育人能力、教学能力、专业能力、研究能力、评估能力均有明显提升(t分别=8.07、12.22、7.65、11.63、9.71,P均<0.05)。结论构建的全科预备导师5A胜任力模型有利于提升全科预备导师的综合能力,在全科研究生教育中发挥了重要作用,为提升全科人才培养质量提供保障。

“双导师制”在病理专硕研究生实践创新能力培养中的探索

专业学位研究生教育是培养高层次应用型专门人才的主渠道,学校自从2015年开始招收病理专硕研究生以来,在病理专硕培养与住院医师规范化培训“双轨合一”过程中遇到培训模式单一、缺乏科研思维训练、基础病理与临床病理隔离等。针对以上问题,本课题整合基础医学院病理学系和医院病理科的骨干力量,组建双导师团队,将“双导师制”培养模式贯穿于临床病理学研究生培养全过程,包括研究生录取、培养方案制定、病理规范化培训、科研训练、开题、毕业答辩等各个环节,充分发挥学校和医院的优势,取得一定成效。该培养模式不仅促进基础与临床的深度融合,而且对培养具有较高病理诊断水平、解决临床问题能力的高素质临床病理人才有积极的推动作用,有力提升了病理专硕研究生的实践创新能力。

导师制在血液内科规范化培训护士带教中的应用

目的 探索导师制在血液内科规范化培训护士带教工作中的应用效果。方法 研究以2021年3月—2023年3月轮转到重庆医科大学附属第二医院血液内科的规范化培训护士70名为研究对象,对每轮规范化培训护士采用随机数表法分为对照组和观察组,其中对照组34名,观察组36名。对照组接受传统的带教模式,由资深护士指导学习和实践;观察组实施导师制带教模式,由专业导师负责培养和辅导。通过对比2组护士的理论知识、操作技能、综合素质和教学满意度等指标,评价导师制教学模式在规范化培训护士培训中的应用效果。结果 观察组的理论知识成绩为(93.00±2.28)分、操作技能成绩为(93.36±1.66)分、综合素质考核成绩为(97.11±1.47)分、教学满意度为100%,高于对照组[理论知识成绩(89.65±6.71)分、操作技能成绩(91.44±3.93)分、综合素质考核成绩(94.18±2.89)分、教学满意度83.60%],差异有统计学意义(P <0.05)。结论 对血液科规范化培训护士实施导师制教学模式,可以使规范化培训护士的专科理论知识、操作技能、综合素质等方面的能力得到全面的提高。

基于OBE理论的体育研究生导师团队课程思政评价体系研究

该文运用文献资料法、问卷调查法、专家访谈法和层次分析法等方法,基于OBE理论构建了体育研究生导师团队课程思政评价体系,充分发挥了评价的预测、诊断、反馈、导向、激励的整体功能。该体系能够发挥导师团队潜能,不断促进导师团队的发展,发挥其主观能动性和创造性,使导师团队自我创新和持续发展能力得到增强。

位育视角下导生关系的冲突与弥合

和谐的导生关系是研究生教育高质量发展的重要保障,而实践中导生关系时常出现或隐性或公开的冲突。导生关系包括教育关系、伦理关系和心理关系,归根结底是人与人之间的关系。根源于我国传统文化的“位育”理论能为研究中国式导生关系提供切实性视角。在“位育”理论视角下,导生关系冲突主要缘于教育关系“错位”、伦理关系“越位”、心理关系“缺位”等三个方面。弥合导生冲突,需要基于导生之间的应有之“位”,促进导生双方安其所,进而遂其生,具体需要“以导育人,弥合教育关系”“以界明伦,匡正伦理关系”“以情化人,修缮心理关系”。

日本政府与校外培训机构合作:路径、成效及思考

21世纪以来,为推动教育改革并促进区域振兴,日本地方政府与校外培训机构之间的合作愈发深入、模式多元且成效显著。通过分析日本地方政府与校外培训机构合作的三个典型案例,可以看出政府与培训机构之间的合作提升了课后教育服务质量,促进了学校教师的专业发展,推动了新型公共教育模式的生成,并深化了家校社协同。“和而不同、求同存异”是日本政府寻求与培训机构合作的理论基础,在开展合作的过程中日本政府尤其注重妥善处理政府与培训机构、政府与学校、学校教师与机构讲师等利益相关方之间的关系,而这种合作也在促使日本校外培训业走向更加可持续的发展之路,并进一步为日本教育乃至日本社会的发展向前贡献力量。

立德树人视域下研究生导师团队育人模式探索——以数学学科为例

研究生导师团队制度是提高研究生培养质量和推进研究生培养模式改革的一种有效形式,也是研究生导师进行学术紧密合作和跨学科交流的一个良好的平台。在立德树人视域下,以烟台大学数学学科研究生培养为例,针对研究生导师团队制度建设、课程思政融入研究生教育课程体系建设等进行了研究和探索,在教学过程中进行了全过程育人引导,完善了研究生的人格,夯实了其价值观,提升了其专业素养,形成了数学学科研究生导师团队育人新模式,并取得了初步成效。

面向工科高层次创新人才培养的导师能力提升研究

高层次创新人才培养需要优秀的研究生导师来实现,而导师能力的提升也是高层次创新人才培养的必要条件。该研究分析导师能力提升的困境,构建针对工科高层次创新人才培养的导师能力体系,并提出有效的导师能力提升路径。这些路径包括创新导师遴选机制、提高导师立德树人实效性、建立高效的导师培训机制以及构建跨学科导师交流机制。通过这些措施,期望提高导师的指导水平,促进研究生创新能力的培养,为高等教育改革提供参考借鉴。

新时代高校研究生导师师德师风建设探究

在新的时代背景下,全面加强高校研究生导师师德师风建设是贯彻落实党的二十大精神、加快建设教育强国的重要举措。高校研究生导师是研究生立志成才的指导者和引路人,导师师德师风建设促进高校人才培养。当前高校研究生导师师德师风建设缺乏清晰的德性认知理念、长效的培训引导机制、有效的激励惩处机制和完善的评价监督体系,需要以观念引领来提升师德师风建设的内涵化,以制度塑造来推进师德师风建设的科学化,以多维宣传来引领师德师风建设的导向化,以人文关怀来打造师德师风建设的品牌化,并从顶层设计、制度健全、典型引领、评议评价多层面保障新时代高校研究生导师师德师风建设。

畜牧学科青年研究生导师指导能力提升机制的探讨

青年研究生导师的质量对研究生培养成效至关重要。山西农业大学畜牧学科近年来发展迅速,越来越多的青年导师加入研究生导师队伍。青年导师拥有诸多优势,但处于研究生培养的起步阶段,存在指导经验和能力不足,教学、科研工作繁多,对优质生源吸引力不强等问题,使得他们在研究生培养过程中遇到很多困难,会在一定程度上制约着畜牧学科青年导师队伍的建设和发展。文章探讨了青年研究生导师能力提升路径与青年导师队伍建设的发展思路,旨在为畜牧学科青年研究生导师培养、队伍建设、管理机制的完善,进而提高研究生培养质量提供参考。

基于关键事件法的高校学业导师考核评价要素研究

了解导师视角下学生在学业指导中需要帮助的“关键事件”,可以高效满足学生的学业指导与咨询需求,有效促进学生的全面发展以及厘清教师学业指导工作边界,增强指导操作性,有效激发教师工作活力。通过分析现阶段我国应用型高校学业导师面临的队伍结构单一、指导内容边界不清、评价监督机制不完善的主要问题,运用关键事件法确立了学业导师考核评价7要素,建议学业导师进一步做好“引领者”“规划者”和“成长者”,对学业导师队伍建设具有指导意义。