Mobile microlearning platforms have increased over the years. Literature shows that platforms use specific instructions or media, such as videos or multiformat materials (e.g., text, audio, quizzes, hands-on exercises). However, few studies investigate whether or how specific design principles used on these platforms contribute to learning efficacy. A mobile microlearning course for journalism education was developed using the design principles and instructional flow reported in literature. The goal of this formative research was to study the mobile microcourse’s learning efficacy, defined as effectiveness, efficiency, and appeal. Learners’ knowledge before and after the mobile microcourse was analyzed using semistructured questionnaires as well as pretests and posttests to measure differences. The results indicate that learners of this mobile microcourse had an increase in knowledge, more certainty in decisions about practical applications, and an increase in confidence in performing skills. However, automated feedback, timed gamified exercises, and interactive real-world content indicate room for improvement to enhance effective learning.
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TO CREATE A LIBERAL PHILOSOPHY OF JEWISH EDUCATION 总被引：1，自引：1，他引：0
Isa Aron 《Religious education (Chicago, Ill.)》2013,108(4):545-564
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Lee Yen-Mei Jahnke Isa Austin Linda 《Educational technology research and development : ETR & D》2021,69(2):885-915
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Gladushyna Olesya Strietholt Rolf Steinmann Isa 《Educational Assessment, Evaluation and Accountability》2021,33(1):203-227
Educational Assessment, Evaluation and Accountability - The paper uses data from the combined TIMSS (Trends in International Mathematics and Science Study) and PIRLS (Progress in International... 相似文献
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Muhammad Awais Bhatti Sharrifah Ali Mohd Faizal Mohd Isa Mohamed Mohamed Battour 《Performance Improvement Quarterly》2014,27(1):51-82
The purpose of this study is to examine the effects of individual, environmental, training design, and affective reaction factors on training transfer and transfer motivation. To determine the relationship between these factors and their influence on training transfer and to test the model, the researchers collected data from employees in the Malaysian banking sector. Structural equation modeling with Amos 16 was used to test the model and determine the relationship. The study suggested that training stakeholders should manage the training program effectively. Transfer is maximized when trainees have social support, high performance self‐efficacy, and transfer motivation. Stakeholders (e.g., trainers, trainees, supervisors, and peers) are important to the training transfer process, as are learner readiness, trainee reaction, instrumentality, and training retention. This study revealed that perceived content validity and transfer design work together and influence the trainee's performance self‐efficacy. In other words, if trainers want to improve the performance self‐efficacy level of trainees, they need to explain how the trainee can transfer the learned skills at the workplace and make sure the content of the training is similar to the actual job. The main objective of training programs is to align the employee's expertise with organizational goals. Organizations can achieve their desired objectives only when employees transfer the learned skills on the job. Unfortunately, employees often transfer only a small percentage of skills they have learned in training. To effectively manage their training programs, organizations need to identify and focus on the factors that resist effective training transfer. 相似文献
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