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Barbara Adkins 《高等教育研究与发展》2009,28(2):165-177
PhD supervision is increasingly embedded in frameworks that link research to issues of knowledge transfer involving the translation of knowledge to domains outside the university where it can be taken up and applied. This tends to require research that goes beyond traditional disciplinary boundaries and raises questions of the nature of knowledge relationships required in this context. This paper draws on the work of Basil Bernstein to identify the organisational, knowledge and interpersonal relationships that these changes now require, describing the nature of the work involved in weakening boundaries between disciplines and its implications for supervisor/student relationships. The paper then outlines the challenges this presents to universities, with specific reference to the humanities and social sciences, attempting to implement strategic programs reconciling pedagogic requirements with the quality, impact and completions they must attest to in order to secure public funding. 相似文献
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《Journal of Further & Higher Education》2012,36(8):1051-1063
AbstractThe purpose of this paper is to investigate the impact of organisational and individual factors on the knowledge sharing behaviour of UK academics. Although there a few articles that explore knowledge sharing between academics in an Asian context, there is currently only one article that explores this topic in a UK context. Semi-structured interviews were conducted with 12 academics to gather insights into their views on the factors that affect knowledge sharing. Findings demonstrated that academics are prepared to share different types of knowledge; a range of factors affecting this process were highlighted by interviewees. Trust was discussed more than other individual factors and was often associated with social exchange. Culture was described by most interviewees as collaborative and leaders were generally considered to have integrity, but often did not themselves share knowledge. Regular face-to-face contact was emphasised as being critical for knowledge sharing. This study demonstrates there is a culture of trust in most departments and academics are willing to share knowledge with their colleagues. They do, however, believe that the matrix structure, that is typical of academic departments, has resulted in unclear roles and responsibilities, which could hinder the design of structures to promote collaboration and sharing. 相似文献
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David Lowe Bridgette Dang Keith Daniel Stephen Murray Euan Lindsay 《European Journal of Engineering Education》2015,40(6):611-622
Laboratories are generally regarded as critical to engineering education, and yet educational institutions face significant challenges in developing and maintaining high-quality laboratory facilities. Remote laboratories are increasingly being explored as a partial solution to this challenge, with research showing that – for the right learning outcomes – they can be viable adjuncts or alternatives to conventional hands-on laboratories. One consequential opportunity arising from the inherent support for distributed access is the possibility of cross-institutional shared facilities. While both technical feasibility and pedagogic implications of remote laboratories have been well studied within the literature, the organisational and logistical issues associated with shared facilities have received limited consideration. This paper uses an existing national-scale laboratory sharing initiative, along with a related survey and laboratory sharing data, to analyse a range of factors that can affect engagement in laboratory sharing. The paper also discusses the implications for supporting ongoing laboratory sharing. 相似文献
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Patrick P. McHugh 《Journal of Education & Work》2017,30(4):367-382
Internships are a growing, yet controversial, labour market phenomenon. In particular, the issue of unpaid internships has been the source of legislative, judicial and ethical debate. Some have criticised colleges and universities for promoting an expansion of internships for undergraduate students – with little regard for internship characteristics such as compensation, quality of supervision and work activities. Meanwhile, there is a paucity of research examining the role internship characteristics, such as compensation, supervisor behaviours and work design have on internship efficacy. Based on a survey of undergraduate students in the US, the results showed that supervisor mentoring, the developmental value of the internship and the job pursuit intentions of the intern with the host employer were lower for those reporting on their unpaid internship vs. paid internship. Meanwhile, supervisor support and supervisor mentoring are significant predictors of internship efficacy regardless of internship compensation, while work design has much less of an impact on internship efficacy. The implications of the findings for educators, employers and prospective interns are highlighted. 相似文献
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The Educational Psychology Service in this study has responsibility for providing group supervision to Emotional Literacy Support Assistants (ELSAs) working in schools. To date, little research has examined this type of inter-professional supervision arrangement. The current study used a questionnaire to examine ELSAs’ views on the supervision provided to them. Key areas of interest were the extent to which supervision was perceived to be meeting ELSAs’ needs, their relationship with their supervisor and other group members, the advantages and disadvantages of receiving supervision as a group, and the impact of supervision on practice. Questionnaires were returned by 270 ELSAs. The responses indicated that the majority felt that their supervision needs were being met and that they had a good relationship with their supervisor and other group members. Supervision was generally considered to be a useful mechanism for discussing cases, sharing ideas and problem-solving. Consequently, the majority felt better able to support pupils as a result of this support. The results are discussed in light of the dual role that educational psychologists (EPs) who provide this type of supervision have, and the implications of this for educational psychology practice. 相似文献
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Mariangela Lundgren-Resenterra Peter E. Kahn 《British Educational Research Journal》2019,45(2):407-424
Research on the impact of professional doctorates on students and their organisations has reported contested outcomes. We undertook a study to develop a causal explanation of how organisational change may, or may not, result from participation in a Doctor of Education programme (EdD). Drawing on critical realist perspectives, the research found that all the doctoral students shared professional concerns with their work colleagues. In some cases, however, this sharing fostered social relations that supported both collective meta-reflexivity and a performative collective reflexivity, and that resulted in organisational change. Variation in the students’ impact on their organisations was further connected to their organisational roles, and to the extent to which their agency aligned with organisational agendas or other external regulatory and normative systems. Strictly limited, or no, organisational change was, however, evident where collective reflexivity was seen to be restricted or to involve contestation. The article concludes that there is significant value to gain by conceiving learning on a professional doctorate not simply in terms of personal growth, but also in terms of mastering a discourse that crosses both research and professional practice and developing the capacity to draw others into that discourse in an organisationally relevant and yet critical fashion. 相似文献
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Prior research has had a limited approach to identifying organisational factors related to knowledge management (KM) practices of higher education institutions (HEIs), the centre for knowledge creation. This qualitative study explored such factors affecting KM capabilities from the perspectives of 30 full-time academics in public universities, and identified the dimensions of the KM capabilities framework. Results revealed that physical conditions, budget, human and technological resource management, division of labour, workload, time management, communication, bureaucracy, structural differentiation, motivation, individualism, and organisational behaviour affect KM infrastructure capabilities; bureaucracy, KM teams, institutional platforms, organisational structure, knowledge maps, vision, individual attitudes, academic collaboration, process management, budget, decision-making processes, sustainable academic KM, transparency, labour force, knowledge security, organisational culture, accessibility, and archiving affect KM process capabilities. These results contribute to identifying the organisational factors influencing KM that are critical to guiding practitioners and administrators of HEIs in developing more effective KM strategies and practices. 相似文献
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Philip Powell Anita Walsh 《International Review of Education/Internationale Zeitschrift für Erziehungswissenschaft/Revue internationale l'éducation》2018,64(5):563-583
Public dissatisfaction with academic research, coupled with the rising costs of higher education (HE) and reduced government funding, are forcing academics to convince society of the benefits of their research. This article argues that pressures on higher education institutions (HEIs) in a market model create a need to be responsive to students and employers, and to demonstrate institutional impact. However, the assessment of this impact tends to be based on quantifiable data, statistics, etc. of the kind which work well for natural sciences, but pose challenges for social sciences. Thus, areas of impact are often overlooked which may be more immediate in their effect, and deliver benefits which go beyond those claimed for the current impact model. They derive from activities that involve formal learning in the curriculum, pre-labour market entry and executive education; informal extra-curricular activities; organisational benefit generated by individual students’ activities and by the co-creation of knowledge in jointly tailored programmes; a range of enterprise activities supporting student innovation and creativity; and public engagement, creating a space for debate and the exchange of views. Recognising this broad nature of impact across a range of contexts, the authors of this article suggest two mechanisms which might be helpful in thinking about identifying wider impact. The first, mutuality, involves co-operation between HEIs and their communities in a series of relationships, reaching beyond the transactional. The second, the development of an HEI-centred ecosystem – an intentional collaborative community –, provides a vehicle which harnesses synergy to enhance impact on a set of stakeholders across a variety of dimensions. The authors describe the characteristics of an ecosystem developed for an HEI in the United Kingdom (UK). 相似文献
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In this paper we focus on individual coaching carried out by an external coach as a new pedagogical element that can impact doctoral students’ sense of progress in doctoral education. The study used a mixed-methods approach in that we draw on quantitative and qualitative data from the evaluation of a project on coaching doctoral students. We explore how coaching can contribute to the doctoral students’ development of a broad set of personal competences and suggest that coaching could work as a means to engender self-management and improve relational competences. The analysis of the participants’ self-reported gains from coaching show that doctoral students experience coaching as an effective method to support the doctoral study process. This study also provides preliminary empirical evidence that coaching of doctoral students can facilitate the doctoral study process so that the doctoral students experience an enhanced feeling of progress and that they can change their study behaviour in a positive direction. The study discusses the difference between coaching and supervision, for instance power imbalances and contrary to earlier research into coaching of doctoral students this study indicates that coaching can impact the supervisor–student relationship in a positive way. 相似文献
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The objective of this paper is to map the role of capital in the process of learning to become a postgraduate supervisor. Economic, technological and geopolitical changes in higher education call into question previous assumptions about supervision. Supervision is no longer primarily seen as an intellectual and social enterprise but is increasingly seen as professional work, where one's capital (or lack of) shapes the process of being and becoming a supervisor. It is frequently assumed that the students are the only ones learning in a supervisory relationship. Novice supervisors are, however, often left to their own devices to discover or learn the inherent rules, epistemologies and ontologies in becoming and being supervisors through a process of compromise and negotiation. In this article, we specifically focus on the need for novice supervisors to understand and navigate the field, and plot their career trajectories, as a constant exchange of different aspects of capital. This article is conceptual, rather than empirical. We suggest that it may be helpful to understand the field of supervision in a Bourdieusian sense, with specific reference to the role of (academic) capital in the formative processes of becoming and being a supervisor. We discuss social capital, gender and race, age, values, beliefs and experiences, as well as linguistic abilities, as factors influencing the individual habitus of the supervisor in relation to the doxa of the field. 相似文献
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This article examines the impact of professional education on students' dedication to and identification with a profession. The premise is that professional education is not only about knowledge acquisition and reasoning but also about attitudes and aspirations. In fostering dedication and identification, students' experiences of relevance seem to be important. The concept of coherence seen as an expression of relevance is introduced and measured by four kinds of interactions: Theory–practice interaction, teacher–student interaction, peer interaction and supervisor–student interaction. Analysis indicates that coherence, particularly as theory–practice interaction, peer interaction and supervisor–student interaction, has a significant impact on dedication to and identification with a profession. Longitudinal survey data – collected from students in colleges for teaching, nursing and social work – are analysed. 相似文献
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《Journal of Further & Higher Education》2012,36(3):320-335
Team supervision of PhDs is increasingly the norm in Australian and UK universities; while this model brings many improvements on the traditional one-on-one research supervision, it also introduces new complexities. In particular, many students find the diversity of opinions expressed in teams to be confusing. Such diversity in supervisor feedback is often experienced as unsettling, and the study indicates that students generally seek consensus from their supervisory team. The power dynamics existing in the relations between team members in this situation need to be carefully considered, and supervisors must be alert to the ways in which doctoral students can be effectively and productively inducted into the norms of academic debate and collaborative research projects. The paper explores the implications of diversity in feedback in relation to developing a pedagogy of supervision. 相似文献
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《Africa Education Review》2013,10(2):380-394
Abstract This article looks at how the application of the concept of a ‘learning organisation’ can be used at a specific organisation in South Africa to change the work performance of its employees. We do this by exploring different theories, models and definitions of organisational learning, learning organisation, organisational knowledge and knowledge management in the field, and against this background examine the perceptions of employees at a South African Organisation. The article underpins this approach by uniquely balancing conceptual rigour with practical experiences of employees at this institution. The view is taken that organisations are living systems that have the capacity to renew themselves by continuously reflecting on their practices and thereby create new knowledge, share and leverage it. Knowledge acquisition and sharing is closely linked to the core values of the organisation in order to achieve business competitiveness, set goals, efficiency, and overall strategic success. The purpose of this article is to understand how an organisation's training department could use the concept of a learning organisation within the South African context to sustain change. To achieve this objective we (the researchers) used a qualitative research paradigm. A phenomenological design presented the research with opportunities to analyse, interpret, and describe the perceptions, feelings and experiences of the participants at the organisation. Eight semi-structured individual interviews provided data for the purposes of this research. The data was analysed to identify categories, themes and sub-themes. The five main themes discussed are organisational learning, organisational culture, organisational change, globalisation and knowledge management and these were linked to the theory of learning organisations and were based on the findings. 相似文献
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Suzanne Morris Rachael Pitt Catherine Manathunga 《Assessment & Evaluation in Higher Education》2012,37(5):619-636
The joint supervision of Research Higher Degree (RHD) students by an industry and university supervisor is likely to increase in forthcoming years with a rise in the number of university–industry collaborations. Research students may become involved in these collaborative arrangements for a variety of reasons and may launch into their RHD without considering how they will serve two masters, and how this complex relationship will affect their RHD experience. Moreover, little research has been conducted to assess the impact of these arrangements on current RHD students’ experiences. The experiences of students with academic and industry supervisors were, therefore, explored in a survey of confirmed RHD students at an Australian research‐intensive university. This paper investigates whether RHD students conducting research in traditional academic settings have a different experience to students working on industry‐related projects in industry settings, specifically in regards to supervision and institutional access and engagement. 相似文献
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L. DiAnne Borders Laura E. Welfare Paige B. Greason Derrick A. Paladino A. Keith Mobley José A. Villalba Kelly L. Wester 《Counselor Education & Supervision》2012,51(4):281-295
In this consensual qualitative research study, the authors explored supervisors' (n= 11) and their supervisees' (n= 31) perceptions of individual, triadic, and group supervision sessions during practicum. Data from supervisor individual interviews and supervisee focus‐group interviews revealed several themes regarding the advantages and disadvantages of each supervision modality. Findings suggest the relative place of each modality in terms of goals and impact. 相似文献
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本文以杭州市建筑企业专业技术人员为例,通过问卷调查收集数据,分析组织因素对专业技术人员(知识型员工)培训效果的影响。研究结果表明,上级支持、同事支持和管理沟通对知识型员工的培训动机有正向影响,并通过培训动机的中介作用显著影响培训效果;培训决策权的集中程度对培训设计有负向影响,管理沟通对培训设计有正向影响,且二者通过培训设计的中介作用显著影响培训效果。建议企业从上级支持、同事支持、管理沟通和分权决策四个组织因素出发,通过建立培训支持体系、培训合作制度,以及营造学习型文化氛围等管理方式的改进,提升知识型员工的培训效果。 相似文献
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结合研究型大学的研究生培养要求和创造力研究成果,阐明构建研究生创新培养机制的依据。在此基础上,提出构建创新培养机制的基本方法,即建立研究生创新培养机制的目标系统--智力生态系统。研究了智力生态系统的内涵与组成、教育模式、激励机制;提出了基于智力生态系统的研究生创新培养机制的实现方法,包括创新教学内容、建立导师组互动团队、建立知识创新平台、创建研究生培养过程控制机制、创造良好的生活环境、建立国际互访和联合培养制度等。在智力生态系统的运行中贯穿着对研究生进行以人为本的个性化培养模式的探究,以期实现现代研究型大学科技创新和人才培养的可持续发展。 相似文献
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This article provides a professional model for practicum supervision using supervisors with equal responsibility and status. The authors discuss the influence of preprofessional guilds on practicum supervision and cite the major tenets that distinguish a profession from a guild. A model that attempts to meet some of the deficiencies identified in the literature on practicum supervision is proposed. With this model we stress the use of professional knowledge in both the content and process of practicum supervision. Dual-focus supervision is seen as the integration and application of two approaches to practicum supervision. Theory congruency is defined as the ability to translate espoused theory into practice. Interpersonal dynamics refers to the ability to recognize and attend to the impact of the counselor's and the client's behavior on each other. The application of the model is described, and examples from the use of the model are given. Student comments tended to support their satisfaction with the dual-supervision model. The model was seen to produce changes in trainee behavior and in supervisor behavior. 相似文献