The Effects of Work Ethics, Transformational and Transactional Leadership on Work Performance of Teachers

Teacher performance is an important factor to improve education performance. This study aimed to analyze the effect of the work ethics, transformational, and transactional leadership style on teacher performance. The experiment was conducted in public high school No. 112 Jakarta. A total of 50 teachers were included as samples, where they were given the questionnaires to be filled by self-rating. Data were analyzed with multiple linear regression model and processed with SPSS version 20. Results showed that transformational leadership, transactional leadership and work ethics have positive and significant impacts on teacher performance both simultaneously and individually.

Can a Teacher Salary Increase Promote Students' Educational Performance?

Policymakers in China have attempted to improve the quality of rural education by investing in teacher salaries through initiatives like the Rural Teachers Support Plan(RTSP).This study estimates the efects of teacher salary increase on students'educational outcomes in rural China by utilizing the exogenous variations of rural teacher salaries induced by the RTSP.It employs an intensity-based difference-in-differences strategy and panel data from 2010 to 2018 with 3,351 rural children.The findings reveal that an increase in teacher salaries had a significant positive impact on students'examination results.Moreover the results of mechanism analysis indicate that salary increases could have both quality and quantity effects on students'outcomes by increasing the proportion of highly educated teachers and reducing the student-teacher ratio.Our findings contribute to the discussion on the importance of teacher salary incentives in education production functions and provide insights for other countries undertaking rural education reforms.

Studies on Status of Compulsory Education Teacher Performance Pay and Commentary Flow

In recent years, scholars and teachers carried out in-depth study around performance pay of compulsory education and teacher mobility and achieved more fruitful results, providing a good theoretical basis for the next step of the researchers. But most of their researches are theoretical analysis, with more in-depth theory but less empirical research on specific measures operability, which also need more and further exploration of scholars.

Competence of clinical teachers:A survey on perception of masters of nursing specialist postgraduates, their clinical teachers, and head nurses

Objectives:To explore the current admittance situation of clinical teachers for masters of nursing specialist(MNS)postgraduates and to test the competence of clinical teachers in self-evaluation and other evaluations.Methods:In this cross-sectional study,using a random number table,we chose 80 MNS postgraduates under clinical practice,their clinical teachers,and head nurses each from six hospitals in Hunan and Guangdong.The participants were tested on the basis of the Clinical Teachers'Competence Inventory of MNS Postgraduates.The competences of clinical teachers were evaluated by the three groups of participants.Results:The aggregated scores of teacher competence as evaluated by the MNS postgraduates(181.33±24.95)were lower than those assigned by both clinical teachers(190.75±24.30)and their head nurses(198.53±18.90),with significant differences in all dimensions except for clinical managing ability.The five highest rated items from all participants focused on the teachers'clinical nursing ability,and the five lowest rated items were mainly about their clinical research ability.Conclusion:The evaluation from MNS postgraduates is obviously lower than the self-evaluation of clinical teachers,and all participants are aware of the deficiency in research ability of the teachers.Thus,the admittance and examination of clinical teachers should be controlled strictly.Training should be carried out immediately to strengthen their comprehensive abilities,especially their research ability.

Mediators of Parental Status （Single or Both Parenting） and Academic Performance of Primary School Pupils in Ghana

This multivariate study investigated whether Parental Support, Teacher Support, and Academic Motivation mediate the relationship between Parental Status （i.e., children from single or both parents homes） and Academic Performance, The research design used for the study was a cross sectional survey using the quantitative approach. Data set from 250 primary school pupils from the Effutu Municipality were analysed using partial correlation and multiple regression analytical techniques. Among the study findings, that were when the effects of Parental Status were controlled for, Parental Support, Teacher Support, and Academic Motivation still related significantly to Academic Performance. Among the conclusions of the findings are that, whether the child was from a single or both parent home was not important with regard to his or her academic performance but rather it was the quality of support that the child gets from whoever is doing the parenting, teacher support and the child＇s own academic motivation that were important to determine the child＇s Academic Performance. The study also found that Parental Support was the best predictor of the pupils＇ Academic Performance out of the three factors includingTeacher Support and Academic Motivation.

由规模化到精准化:国家中小学智慧教育平台教师研修的差异化需求及优化策略研究

立足常态化的新发展阶段,国家智慧教育平台教师寒暑假研修如何从规模化走向差异化、精准化,“按需施训”尤为关键。研究以基础教育阶段参训教师的9.06万条、149万余字反馈文本为研究对象,综合运用结构主题模型(STM)及重要性-绩效分析法(IPA),构建了国家中小学智慧教育平台教师研修需求框架,并深入分析其差异、明确基于需求要素的优化方向。研究发现:参训教师需求包含个体发展和系统环境两个层面的五类需求,且均存在显著的区域及城乡差异,针对时间安排及学时认定等研修机制需求仍须优化改进。研究为教师寒暑假研修精准化、差异化发展提供实证依据与决策支持,为优化研修服务提供策略建议。

基于访谈法探索科室教学绩效的建立及对临床教学的影响

目的探索科室教学绩效的建立及其对临床教学的影响。方法运用半结构访谈法,构建科室教学绩效考核体系。通过Likert调查问卷,半结构访谈法及检索教学智慧平台数据等方式,分析教学绩效体系对临床教学的影响。结果临床教师对科室教学绩效体系满意度良好,认为可提高自身薪酬、改善教学即时反馈及教学积极性,其中,医疗小组组员评价更高。教学区长认为教学绩效对科室教学管理具有重要的促进作用。在教学绩效改革后,住院医师规培化培训年度考核理论成绩较前有明显的上升。结论科室教学绩效体系合理稳定,可提高临床教师的教学积极性,优化科室的教学工作,并提高教学质量。

中小学教师职称与工资收入的性别差异分析

通过对全国15044名中小学教师的调查发现,不同年龄、不同地区、不同学段及城乡间的中小学女性教师在职称及工资收入上均明显低于男性教师,女教师不仅获得初级及以下职称、较低收入的占比均要明显高于男教师,且获得中高级职称、中高收入的占比要明显低于男教师。女性青年教师在职称晋升上难度更大,还有较大比例的教师职称未定级。东部地区女教师、农村及乡镇女教师的职称晋升相对较难,较难晋升到中高级职称;而县城及农村女教师、小学女教师和中部地区女教师则深陷中低收入陷阱,较难进入到较高及高收入段,她们在职称晋升及工资收入上与男性教师差距明显。因此,应对真正在农村地区工作的教师给予更多补助,要关注并提高县城及中部地区教师的工资待遇,在职称晋升与评审中应增设一些体现性别平等结果的指标要求,以阻止性别差距进一步扩大。

中小学教师工资合理性参照系的确定和验证——基于2000—2019年数据

经过多年的努力,我国中小学教师工资制度已经建立并深深地嵌入各级政府的公共支出管理制度中,保障了教师工资在政府预算中的优先等级。随着教育财政的重点逐渐从教育经费优先增长转向教育经费“可持续”与“支出合理”并重,对中小学教师工资也在“确保”的同时,提出了有效、合理的要求,然而,教师工资合理有效的标准还缺乏坚实的共识基础。依据OECD的参照指标和我国教育经费的构成特征,初步讨论了教师工资合理性的参照标准,并用2000—2019年的数据进行了验证。结论如下:21世纪前二十年,中小学教师工资总体上超越了人均GDP和城镇单位就业人员,但增长机制还不稳定;不同省份中小学教师工资与当地城镇单位就业人员工资的相对水平差异很大,并且呈现明显的分布惯性;中小学教师工资在教育经费中所占据的份额呈持续上升之势。建议进一步对中小学教师工资增长的动力机制、教育经费支出中的要素结构及中小学教师工资内外部参照标准等相关政策议题进行探讨。

儿童攻击行为对学业成绩的影响:教师与同伴接纳的链式中介作用

目的:为了探讨儿童攻击行为对学业成绩的影响,本研究考察了教师接纳与同伴接纳在其中的链式中介作用,以及性别的调节作用。方法:通过同伴提名法测量四到六年级学生的攻击行为、教师接纳和同伴接纳,学业成绩由班主任填写,共获得有效样本656份。结果:男生攻击得分显著高于女生(t=-5.56,P<0.01),女生的同伴接纳显著高于男生(t=3.35,P<0.01);学业成绩、同伴接纳和教师接纳两两显著正相关(r=0.34~0.38,P<0.001),攻击与同伴接纳、教师接纳、学习成绩两两显著负相关(r=-0.20~-0.32,P<0.001);教师接纳、同伴接纳在攻击与学业成绩之间起着链式中介作用,总的中介效应占39.29%,其中性别未起到调节作用。结论:攻击行为对儿童学业成绩有预测效应,即包括攻击行为的直接效应,也包括教师和同伴接纳的间接效应。

课程思政中立德树人导向对育人绩效的作用机制研究

为了揭示立德树人导向如何作用于育人绩效,从组织战略导向出发,选取教师组织公民行为和目标导向行为作为中介变量,基于“战略导向—组织行为—战略产出”理论模式,探讨立德树人导向对育人绩效的作用机制;同时,选取变革型和交易型两种课程思政的领导风格作为调节变量,研究其对立德树人导向发挥作用的边界影响。研究表明,高校需要强化立德树人导向培养优秀大学生,形成自身的独特竞争优势;同时,高校管理者需要通过调整领导方式以更好地贯彻完成立德树人根本任务。

我国西部民族地区县域幼儿园教师工资待遇与离职倾向的关系:同事离职意愿和工作压力的链式中介

为探究我国西部民族地区县域幼儿园教师工资待遇与离职倾向的关系,以及同事离职意愿和工作压力的作用,采用工资待遇问卷、教师离职倾向问卷、同事离职意愿问卷和工作压力问卷对县域内314名幼儿园教师展开调查。结果表明:我国西部民族地区县域幼儿园教师工资待遇负向预测教师离职倾向,同事离职意愿在工资待遇与离职倾向间起中介作用,同事离职意愿与工作压力在幼儿园教师工资待遇与离职倾向间起链式中介作用。为降低我国西部民族地区县域幼儿园教师离职倾向,政策层面建议增加财政投入并建立工资调整机制,情感层面建议真切关怀他者且引导留任者,管理层面建议控制挑战性压力并降低阻碍性压力。

中英高校教师绩效评价的比较研究与启示

在高校教师绩效评价的体系建设和内容建设上,英国作为最早提出发展性教师评价制度的国家,其经验有一定参考价值。以英国大学教师评价为参考对象,具体分析中英高校教师绩效评价的目的、主体、方法、指标,并总结出两国高校教师绩效评价的特点。最终得出如下结论:我国高校教师绩效评价应结合教师不同类型,建立差异化层次化考评体系;强化教师主体地位,建立多元评价与内外结合的激励模式;绩效沟通贯穿全过程,形成双向发展的双向互动模式;设置差异化考评周期,建设动态机制缓解教师压力;转变评价结果导向,实现评价的发展功能。

教师在线培训中社会比较性反馈机制构建与应用研究

教师在线培训是教师专业发展的重要途径之一。优质的在线异步协作学习能够有效促进教师在线培训效果,但非实时性等特点使得在线异步协作学习面临挑战。研究基于社会比较的视角,构建了面向在线异步协作场景的社会比较性反馈机制,包括在线学习活动模块、数据采集与处理模块和社会比较模块,为教师学习者提供行为、认知、交互、情感四个维度的社会比较性反馈,并通过准实验研究验证了该机制的有效性。结果表明,社会比较性反馈有助于提升教师学习者的群体协作学习绩效,并较大程度地提升了教师学习者的学习积极性和满意度。研究旨在为提升教师在线培训效果,促进教师队伍高质量建设提供理论与实践参考。

短视频成瘾如何影响小学生学业发展——内部学习动机和师生关系的作用

研究短视频成瘾对小学生学业发展的负面影响是关乎少年儿童成长的重大问题。抽样调查我国T市309所小学,探究短视频成瘾对小学生学业成绩的影响机制,发现:小学阶段低社会经济地位学生比高社会经济地位学生、男生比女生、寄宿生比非寄宿生的短视频成瘾程度更深;小学生短视频成瘾程度越深,学业成绩下降越明显;内部学习动机在小学生短视频成瘾与学业成绩之间发挥中介作用;师生关系能够正向调节短视频成瘾对内部学习动机的影响,由此减缓短视频成瘾对学业成绩的负面影响。为此,建议教师通过专题教育等形式增强学生对短视频成瘾风险的认知,提升学生批判性分析媒体信息的能力;建立关爱和支持的师生关系,关注学生情感需求,并增强学习动机,以减少其对短视频的心理依赖;设计多样化的课外活动,为学生提供认知和情感参与的机会,转移学生对短视频的过度关注;建立家校合作机制,培养学生良好的数字媒体使用习惯和时间管理技能,有效预防短视频成瘾带来的负面影响。

基于Logit模型的教育评估系统构建及应用分析

针对现有教育评估模型评价指标覆盖面小、评估精度不足等问题,文中提出构建基于Logit模型的教育评估系统。首先根据评估的对象和范围,将教育评估体系分为四类,再根据目标导向等原则设计评估指标体系;随后,对数据进行预处理,并对自变量进行赋值操作,使其更贴合建模要求;最后基于Logit模型构建教育评估及成绩预测系统。将文中所提模型应用于浙江一所高中进行实证,结果表明,基于Logit模型的教育评估系统具有较好的应用效果,能够评估指标和影响因素同教学评估结果之间的关系,并提供科学的评估和预测结果。

基于DEA理论的高校实验技术队伍绩效评价方法的研究

以T高校为研究对象,通过Kano模型分析教学科研人员及学生群体对实验技术队伍发展的实际需求,围绕T高校整体发展目标并以需求为导向构建实验技术队伍绩效评价指标体系,基于DEA理论,建立科学有效的BCC评价模型,在定量分析后提出相关绩效优化建议。

基于DRG与RBRVS的公立医院绩效薪酬模式研究

目的:探索建立基于DRG与RBRVS的公立医院绩效薪酬模式。方法:对S医院基于DRG与RBRVS的绩效薪酬方案进行分析与效果评价。结果:绩效薪酬改革后,医生、护理、医技、医辅各序列人员的绩效薪酬水平均有不同程度提升,职工对薪酬的满意度较高(3.20±0.17分);医院精细化管理水平提高,全面推动了高质量发展。结论:基于DRG与RBRVS的公立医院绩效薪酬模式突出了知识价值的导向作用,强化了激励效应,既符合当前国家薪酬制度改革的要求,又支撑了医院的战略发展,但仍需不断改进和完善,并根据社会经济的发展和政策的变化不断进行动态调整。