Developing civic engagement in university education: predicting current and future engagement in community services

One of the important goals of education is for students to learn to be responsible civic participants. Thus, the time students spend in college is invaluable. It is important that students learn to participate and be responsible citizens of their community during their time in college (Giles and Eyler in Mich J Community Serv Learn 1:77–85, 1994). In this study, a program to help achieve this important educational goal is presented and evaluated. This involved the examination of the impact of actual participation in a community service activity on students’ changes in attitudes and future intentions. A path model based on predictions drawn from place attachment theory was developed and tested to examine how participating in a community service activity affected students’ place attachment and interests in community service. Two-hundred-and-nine university students participated in the study. Results confirmed the hypothesized model. Implications for enhancing student involvement in their communities and encouraging their development into responsible citizens were discussed.     

Effects of an interdependent group contingency on engagement in physical education

We examined whether a group contingency increased engagement during elementary school physical education sessions. The intervention employed procedures (explicit instruction, goal setting, and reinforcement) drawn from the first tier of classwide function‐related intervention teams (CW‐FIT; Wills et al., 2009). Results showed salutary increases in engagement that corresponded with the teacher's implementation.     

The psychological conditions that predict work engagement among tertiary education employees

This study investigated the extent to which the psychological conditions and job characteristics predicted work engagement amongst higher education employees (n?=?149, females?=?60%) from a South African University. The participants completed a variety of instruments on psychological conditions of work, job characteristics and work engagement viz; the Work Engagement Scale (WES), Psychological Meaningfulness Scale (PMS), Job Enrichment Scale (JES), Work-Role Fit Scale (W-RFS), Co-Worker Relations Scale (C-WRS), Psychological Availability Scale (PAS), Self-Consciousness Scale (SCS), Job Resources Scale (JRS), Outside Activities Scale (OAS), Psychological Safety Scale (PSS), Supervisory Relations Scale (SRS) and the Co-Worker Norms Scale (CWNS). Data analysis applied multiple regression to predict work engagement from psychological meaningfulness, psychological availability and job characteristics and also to determine the mediation effect of psychological condition of availability on the relationship between work engagement and job characteristics (resources). Findings suggest psychological meaningfulness to predict work engagement and to mediate the relationship between job characteristics and work engagement. Psychological resources for work engagement should emphasise a sense of meaningfulness as a resource for work participation.     

Predicting changes in student engagement in university physical education: Application of control-value theory of achievement emotions

ObjectivesBased on Pekrun’s (2006) control value theory of achievement emotions, this study examined both distal and proximal predictors of change in students' behavioral and emotional engagement during one semester of university physical education classes.DesignShort-term longitudinal design.MethodStudents (N = 202) completed questionnaires on three separate occasions during one semester. At the beginning of the semester, demographic information and behavioral and emotional engagement were reported. At the mid-point in the semester, control beliefs, extrinsic value beliefs, and discrete activity emotions toward the physical education context (i.e., enjoyment; anger; boredom) were completed. At the end of the semester, behavioral and emotional engagement were measured once again.ResultsA series of confirmatory factor analyses provided evidence for factor validity and reliability in the measured constructs and longitudinal measurement invariance tests established that any detected change in student engagement was associated with true change. Findings from a path analysis revealed that initial emotional engagement was a predictor of control and extrinsic value appraisals as well as enjoyment and boredom, but not anger. Extrinsic value positively predicted enjoyment while control negatively predicted anger. Finally, a distinct pattern of relations was established between enjoyment, boredom, and changes in engagement.ConclusionsDifferences in the predictive relations of boredom and anger on changes in student engagement highlights the unique contributions of measuring discrete emotions. Overall, findings partially support the applicability of using Pekrun's control value framework in physical activity settings.     

New Essays on the Knowability Paradox

Arie L. Molenduk, Aus dem Dunklen ins Helle. Wissenschaft und Theologie im Denken von Heinrich Scholz. Mit unverouml;ffentlichten Thesenreihen von Heinrich Scholz und Karl Barth. (Amsterdam studies in theology, 8.) Amsterdam and Atlanta, Georgia:Rodopi, 1991. 390 pp. Hfl. 120/US $60     

《自然法论文集》

这里,洛克讨论了两个主题:是否有自然法?如何认识自然法?经验向人类表明,如果没有自然法,则无良心、善恶之分,甚至不会有人类社会的存在。但是,如果的确有自然法,又何以并非人人受其约束?这表明自然法绝非人人知晓的天赋观念。显然也不可能经由传统、教育和普遍同意来获得自然法的知识,因为传统、权威学说千差万别。所以,在洛克看来,人唯有依凭其本性,即感觉经验与理性这两种天赋能力的共同指引获得自然法的知识,它之普遍性寓于共同的人性中,即寓于洛克所认为的人之共有的感觉经验与理性领悟中。而对如何认识自然法的论述也初步表达了其经验知识论的思想。     

Changing an unfavorable employer reputation: the roles of recruitment message‐type and familiarity with employer

An unfavorable employer reputation can impair an organization's ability to recruit job seekers. The present research used a 4 week longitudinal experimental design to investigate whether recruitment messages can positively change an existing unfavorable employer reputation. Two hundred and twenty‐two job seekers rated their perceptions of an organization before and after being randomly assigned to receive a series of high‐ or low‐information recruitment messages. As expected, job seekers receiving high‐information messages changed their perceptions more than job seekers who were exposed to low‐information messages. In addition, job seekers' initial familiarity with the employer was negatively related to change in their perceptions of employer reputation. Finally, there was some evidence that job seekers' familiarity with the employer influenced the impact of different recruitment messages. Implications for research and practice are discussed.     

Employee engagement at a higher education institution in South Africa: Individual,team and organisational levels

We examined the levels of employee engagement among staff members at a higher education institution in South Africa at the individual, team, and organisational levels. The participants (N = 202) completed a validated measure of employee engagement (females = 62.4%; academic staff = 28.2%). Data analysis indicated that the highest level of employee engagement was at the team level. The lowest level of employee engagement was at the individual level. Findings suggest a need for interventions to increase employee engagement at the individual level, in order to allow for the comprehensive implementation of mission aligned strategies at higher education institutions.     

Subjective evaluations of employer attributes by administration students

The paper is an application of the conjoint measurement methodology. An exploratory study was conducted of the trade-off relationships among four organizational attributes—dynamism, societal concern, functional/administrative emphasis, and relative size—as they relate to the selection of an employer by students of administration. Preference ranks of 36 employer concepts obtained from 86 graduate students of business, public, and hospital administration were analyzed according to the additive conjoint measurement model yielding implicit rank-ordering of the four organizational attributes as choice criteria. Irrespective of the program of study, dynamism and societal concern emerged as the most important determinants in employer selection, but differences existed among programs, year of study, and explicitly vs implicitly elicited weights.