高职高专院校诗教课程群建设初探——以连云港师范高等专科学校为例

连云港师范高等专科学校以诗教育人的实践为基础的古典诗词课程群经过几年的实施建设,有效提高了大学生古典诗词写作、鉴赏的能力。以连云港师范高等专科学校诗教育人的实践为基础,探讨了高职院校开展诗教育人的课程、教学、师资等基础性的问题及解决途径,以期为高职院校的诗教育人工作提供可借鉴的经验。     

高等院校新兴专业人才培养模式共性问题反思——以高等院校动画专业人才培养为例

目前在多数高等院校新兴专业教学中,普遍存在师资力量薄弱不足、人才培养方向含糊和轻视专业基础教学的问题.探究新兴专业培养人才存在共性问题的深层原因,是由于各个高等院校新兴专业学科带头人或负责人,以及专业教师在办学理念上存在主观主义,导致高等院校为新兴产业输出的后备人才软弱无力、专业能力不强和质量不高.这也是高等院校新兴专业毕业生就业困境的成因之一.     

The association of affective and continuance commitment with correctional staff life satisfaction

Previous research suggests that life satisfaction is a stronger predictor of job performance than job satisfaction, and life satisfaction is negatively associated with absenteeism and a desire to retire early. Despite the fact that employees with high life satisfaction are essential for organizations’ optimal efficiency, little empirical research exists to determine the individual and workplace factors that shape and maintain high correctional staff life satisfaction levels. This study investigates the impact of two types of organizational commitment, continuance and affective, on correctional staff life satisfaction at two Midwestern prisons, one private and one public. Continuance commitment was negatively related and affective commitment was positively related with life satisfaction for staff in both prisons. Possible methods to increase affective commitment and life satisfaction for correctional staff are discussed.     

关于高校师德师风评价体系建设的思考

当前高校教师队伍建设面临诸多问题,师德师风评价体系建设不完善。如何加强师德师风评价体系建设,解决评价体系建设中面临的问题与困难,寻找高校教师师德师风评价的有效方式与方法,充分发挥师德师风评价的重要作用．是本文所要探析的核心内容。     

星级酒店员工荒的现象分析及对策研究

员工荒是我国星级酒店中存在的普遍现象,为了使我国酒店业能朝一个正确合理的方向发展,分析了星级酒店员工的工作现状,探讨了星级酒店产生员工荒现象的原因,进而提出可行性的对策。     

高职院校“双师型“师资队伍建设研究

“双师型”师资队伍的建设是当前我国高等职业院校内涵式发展重要的组成部分,是高等职业教育人才培养质量的根本保证。本文分析了高职院校双师型教师队伍建设过程中存在的问题,提出了完善双师型师资队伍建设的措施和建议。     

面对面接触服务顾客感知质量影响因素研究

通过调查和统计发现,面对面接触服务顾客感知质量影响因素有5个,依次是服务技能、服务态度、服饰仪表、信息提供和服务效率;无论专业服务人员还是辅助服务人员,服务技能和服务态度都是影响顾客感知服务质量的最重要因素;男性顾客和女性顾客对于面对面接触服务感知质量影响因素存在一定差别,男性顾客对于服务技能较为看重,女性顾客对于服务技能和服务态度都非常看重。     

谈数字化环境下高校图书馆馆员队伍建设

本文论述高校图书馆员队伍的现状和数字化图书馆员的素质要求,并就如何建立高素质馆员队伍提出几点建议。     

A Preliminary Laboratory Evaluation: Effects of Consequence Quality and Ratio-Schedule Arrangements on Staff Performance

ABSTRACT

Supplementary, contingent pay arrangements can result in improved employee productivity and increased job satisfaction. We examined the effects of four stimulus delivery arrangements on performance in a computer-based task in a simulated work context. Three participants entered hypothetical client data onto a Microsoft Excel® invoice and earned gift-cards for task completion according to the following conditions: (a) fixed-ratio/high-preference stimuli (FR/HiP), (b) variable-ratio/high-preference stimuli (VR/HiP), (c) fixed-ratio/varied stimuli (FR/Var), and (d) variable-ratio/varied stimuli (VR/Var). For two of three participants varied reinforcers produced similar levels of responding to high-preference stimuli regardless of schedule type, whereas varied reinforcers did not support responding for the third participant. All participants preferred working under conditions of access to high-preference reinforcers. Results are discussed in light of creating efficient performance improvement plans in organizational settings.