Learning to Teach: The Acquisition and Maintenance of Teaching Skills

We reviewed 49 studies which used direct observation procedures to provide data on the effects of pre-service and inservice training in practical classroom teaching behaviors and skills. We found stronger effects for training packages which included classroom practice with performance feedback. The research provided conflicting evidence regarding the value of modeling, role-play, cueing systems, and contingency management components in practical skills training. The weakest training effects were those produced by microteaching, Minicourse, and protocol training packages. Twenty of the evaluations also provided follow-up data but the design of these studies did not permit any conclusions to be drawn regarding the training conditions which are necessary for the maintenance of newly acquired classroom teaching skills. We concluded that identification of the training conditions which are necessary for the maintenance of new teaching skills will require more thoughtful conceptualizations of maintenance and its measurement, and more carefully designed component analyses of those factors suggested by basic research as being necessary for maintenance.     

小学儿童规则发现的类比迁移研究

本研究以小学儿童为被试,证实了在策略提示条件下解决规则发现(合取规则和析取规则)的类比问题时,任务难度和表面相似性是影响策略的迁移的重要因素,并且发现小学儿童的思维能力存在着较大的个体差异.他们在问题解决时主要使用单维检验策略,多数小学儿童缺乏较强的元认知监控.     

社会交往情境中权力和反馈对情绪的影响

以往关于权力是否影响情绪的研究存在结果争议,这意味着可能存在其它因素的作用。本研究基于权力控制理论和社会距离理论,探究了社交情境中权力和反馈对情绪的影响。研究1采用经验取样法收集了140名被试五天内的1706段社交经历,研究2采用实验法考察了148名被试的社交经历。结果表明,权力和反馈对情绪存在交互影响:(1)当个体处于低权力情境时,反馈影响情绪,反馈越积极,情绪也越积极;(2)当个体获得积极反馈时,权力不影响情绪;当个体获得消极反馈时,权力影响情绪,权力越高,情绪相对更积极。本研究有助于厘清以往研究关于权力与情绪关系的争议。     

焦虑、建议者善意程度对个体建议采纳的影响

通过两个实验探讨焦虑和建议者的善意程度对建议采纳的影响。实验一采用电影片段来诱发被试的焦虑情绪,实验二采用特质焦虑量表选取高低特质焦虑的被试参加实验。研究发现：（1）焦虑情绪对建议采纳有影响,焦虑情绪下的被试,其建议采纳程度大于处于中性情绪状态的被试。（2）高低特质焦虑的被试建议采纳程度没有显著差异。（3）建议者的善意程度会影响建议采纳,高善意建议者的建议更多地被采纳。     

Analysing multisource feedback with multilevel structural equation models: Pitfalls and recommendations from a simulation study

When multisource feedback instruments, for example, 360-degree feedback tools, are validated, multilevel structural equation models are the method of choice to quantify the amount of reliability as well as convergent and discriminant validity. A non-standard multilevel structural equation model that incorporates self-ratings (level-2 variables) and others’ ratings from different additional perspectives (level-1 variables), for example, peers and subordinates, has recently been presented. In a Monte Carlo simulation study, we determine the minimal required sample sizes for this model. Model parameters are accurately estimated even with the smallest simulated sample size of 100 self-ratings and two ratings of peers and of subordinates. The precise estimation of standard errors necessitates sample sizes of 400 self-ratings or at least four ratings of peers and subordinates. However, if sample sizes are smaller, mainly standard errors concerning common method factors are biased. Interestingly, there are trade-off effects between the sample sizes of self-ratings and others’ ratings in their effect on estimation bias. The degree of convergent and discriminant validity has no effect on the accuracy of model estimates. The χ² test statistic does not follow the expected distribution. Therefore, we suggest using a corrected level-specific standardized root mean square residual to analyse model fit and conclude with further recommendations for applied organizational research.     

Effect of Concurrent Visual Feedback Frequency on Postural Control Learning in Adolescents

The purpose was to find better augmented visual feedback frequency (100% or 67%) for learning a balance task in adolescents. Thirty subjects were divided randomly into a control group, and 100% and 67% feedback groups. The three groups performed pretest (3 trials), practice (12 trials), posttest (3 trials) and retention (3 trials, 24 hours later). The reduced feedback group showed lower RMS in the posttest than in the pretest (p = 0.04). The control and reduced feedback groups showed significant lower median frequency in the posttest than in the pretest (p < 0.05). Both feedback groups showed lower values in retention than in the pretest (p < 0.05). Even when the effect of feedback frequency could not be detected in motor learning, 67% of the feedback was recommended for motor adaptation.     

Does feedback matter for job search self-regulation? It depends on feedback quality

Job search represents a dynamic process through which job seekers must consistently engage in effective self-regulation. Although scholars have increasingly begun to theorize and conceptualize the job search in this manner, little is known about what fosters effective self-regulation week-to-week. In light of this theoretical gap, we integrate self-regulation theory with the feedback literature to examine how feedback quality influences affective, cognitive, and behavioral regulatory processes in job search. Furthermore, we examine feedback self-efficacy (i.e., how efficacious a job seeker feels with respect to processing and implementing feedback received during the job search) as a stable, person-level moderator of these within-person relationships. In a sample of job seekers surveyed once a week for seven weeks, results indicate that receiving high-quality feedback has a direct influence on positive and negative affective reactions tied to the job search, influencing subsequent positive (i.e., metacognitive strategies) and negative (i.e., affective rumination) cognitive processes. Metacognitive strategies, in turn, impact both the number of résumés sent and hours spent job seeking each week. Moreover, lower feedback self-efficacy amplifies the relationship between feedback quality and negative affective reactions. Our results highlight the importance of high-quality feedback in helping job seekers effectively regulate week-to-week.     

Dissociative effects of normative feedback on motor automaticity and motor accuracy in learning an arm movement sequence

Within a pre-post-design, we scrutinized the effects of normative augmented feedback with positive and negative valence on learning motor accuracy, consistency as well as automaticity by means of a dual-task paradigm. Forty-two healthy physical education students were instructed to produce an arm-movement sequence as precisely as possible with regard to three spatial reversal points within a time limit of 1200 ms. Twenty-eight practiced an elbow-extension-flexion-sequence (690 trials) and 14 participants were tested as a control group without feedback practice. Valence of normative feedback was systematically manipulated by means of reference lines in a visual feedback display. The reference lines indicated performance of a putative peer-group either to be superior (negative valence, Normative-Negative-Group) or inferior (positive valence, Normative-Positive-Group) to participants’ actual performance.As a result, dual-task costs (n-back error) significantly decreased solely in the Normative-Positive-Group, p = .003, η²_p = .51, but in no other group. Surprisingly, the mean absolute error for the motor task significantly decreased (i.e., precision increased) only in the Normative-Negative-Group with a large effect size, but in none of the other groups. Motor consistency was not significantly affected by the valence of normative feedback. According to the hypotheses of error-provoked attentional control, positive feedback-valence appears to enhance skill automatization, while – unexpectedly – only negative feedback-valence seems to enhance movement precision, which may be explained by effects of feedback valence on the learners aspiration level.     

Hack or Die: How Humanity Steers Into Its Post-Digital Future

This article introduces stories as a link between culture and evolution. It elaborates how the decline of interhuman communication leads to a loss of perception, capability for cooperation, and human intelligence and contributes to the current ecocide. It shows how cybernetics hacked the relationship between evolution and machine development, which brought forth the outlines of man’s current digital transformation and future. It suggests that Lucas Pawlik is still working on a possible sustainable future for humanity that Heinz von Foerster tried to initiate.