Criminologists have frequently debated whether offenders are specialists, in that they consistently perform either one offense or similar offenses, or versatile by performing any crime based on opportunities and situational provocations. Such foundational research has yet to be developed regarding cybercrimes, or offenses enabled by computer technology and the Internet. This study address this issue using a sample of 37 offender networks. The results show variations in the offending behaviors of those involved in cybercrime. Almost half of the offender networks in this sample appeared to be cybercrime specialists, in that they only performed certain forms of cybercrime. The other half performed various types of crimes on and offline. The relative equity in specialization relative to versatility, particularly in both on and offline activities, suggests that there may be limited value in treating cybercriminals as a distinct offender group. Furthermore, this study calls to question what factors influence an offender's pathway into cybercrime, whether as a specialized or versatile offender. The actors involved in cybercrime networks, whether as specialists or generalists, were enmeshed into broader online offender networks who may have helped recognize and act on opportunities to engage in phishing, malware, and other economic offenses.
DOCUMENT
Learning objects are bits of learning content. They may be reused 'as is' (simple reuse) or first be adapted to a learner's particular needs (flexible reuse). Reuse matters because it lowers the development costs of learning objects, flexible reuse matters because it allows one to address learners' needs in an affordable way. Flexible reuse is particularly important in the knowledge economy, where learners not only have very spefic demands but often also need to pay for their own further education. The technical problems to simple and flexible are rapidly being resolved in various learning technology standardisation bodies. This may suggest that a learning object economy, in which learning objects are freely exchanged, updated and adapted, is about to emerge. Such a belief, however, ignores the significant psychological, social and organizational barriers to reuse that still abound. An inventory of these problems is made and possible ways to overcome them are discussed.
DOCUMENT
University teacher teams can work toward educational change through the process of team learning behavior, which involves sharing and discussing practices to create new knowledge. However, teachers do not routinely engage in learning behavior when working in such teams and it is unclear how leadership support can overcome this problem. Therefore, this study examines when team leadership behavior supports teacher teams in engaging in learning behavior. We studied 52 university teacher teams (281 respondents) involved in educational change, resulting in two key findings. First, analyses of multiple leadership types showed that team learning behavior was best supported by a shared transformational leadership style that challenges the status quo and stimulates team members’ intellect. Mutual transformational encouragement supported team learning more than the vertical leadership source or empowering and initiating structure styles of leadership. Second, moderator analyses revealed that task complexity influenced the relationship between vertical empowering team leadership behavior and team learning behavior. Specifically, this finding suggests that formal team leaders who empower teamwork only affected team learning behavior when their teams perceived that their task was not complex. These findings indicate how team learning behavior can be supported in university teacher teams responsible for working toward educational change. Moreover, these findings are unique because they originate from relating multiple team leadership types to team learning behavior, examining the influence of task complexity, and studying this in an educational setting.
DOCUMENT
The workforce in the EU is ageing, and this requires investment in older workers so that the organisations in which they work remain competitive and viable. One such investment takes the form of organising and facilitating intergenerational learning: learning between and among generations that can lead to lifelong learning, innovation and organisational development. However, successfully implementing intergenerational learning is complex and depends on various factors at different levels within the organisation. This multidisciplinary literature review encompasses work from the fields of cognitive psychology, occupational health, educational science, human resource development and organisational science and results in a framework that organisations can use to understand how they can create the conditions needed to ensure that the potential of their ageing workforce is tapped effectively and efficiently. Although not a comprehensive review, this chapter serves as a basis for further empirical research and gives practitioners an insight into solving a growing problem.
DOCUMENT
University teacher teams can work toward educational change through the process of team learning behavior, which involves sharing and discussing practices to create new knowledge. However, teachers do not routinely engage in learning behavior when working in such teams and it is unclear how leadership support can overcome this problem. Therefore, this study examines when team leadership behavior supports teacher teams in engaging in learning behavior. We studied 52 university teacher teams (281 respondents) involved in educational change, resulting in two key findings. First, analyses of multiple leadership types showed that team learning behavior was best supported by a shared transformational leadership style that challenges the status quo and stimulates team members’ intellect. Mutual transformational encouragement supported team learning more than the vertical leadership source or empowering and initiating structure styles of leadership. Second, moderator analyses revealed that task complexity influenced the relationship between vertical empowering team leadership behavior and team learning behavior. Specifically, this finding suggests that formal team leaders who empower teamwork only affected team learning behavior when their teams perceived that their task was not complex. These findings indicate how team learning behavior can be supported in university teacher teams responsible for working toward educational change. Moreover, these findings are unique because they originate from relating multiple team leadership types to team learning behavior, examining the influence of task complexity, and studying this in an educational setting. https://www.scienceguide.nl/2021/06/leren-van-docentteams-vraagt-om-gezamenlijk-leiderschap/
LINK
To adequately deal with the challenges faced within residential care for older people, such as the increasing complexity of care and a call for more person-centred practices, it is important that health care providers learn from their work. This study investigates both the nature of learning, among staff and students working within care for older people, and how workplace learning can be promoted and researched. During a longitudinal study within a nursing home, participatory and democratic research methods were used to collaborate with stakeholders to improve the quality of care and to promote learning in the workplace. The rich descriptions of these processes show that workplace learning is a complex phenomenon. It arises continuously in reciprocal relationship with all those present through which both individuals and environment change and co-evolve enabling enlargement of the space for possible action. This complexity perspective on learning refines and expands conventional beliefs about workplace learning and has implications for advancing and researching learning. It explains that research on workplace learning is itself a form of learning that is aimed at promoting and accelerating learning. Such research requires dialogic and creative methods. This study illustrates that workplace learning has the potential to develop new shared values and ways of working, but that such processes and outcomes are difficult to control. It offers inspiration for educators, supervisors, managers and researchers as to promoting conditions that embrace complexity and provides insight into the role and position of self in such processes.
DOCUMENT
This chapter discusses educational aspects and possibilities of serious games. For researchers as well as game designers we describe key learning theories to ground their work in theoretical framework. We draw on recent metareviews to offer an exhaustive inventory of known learning and affective outcomes in serious games, and to discuss assessment methods valuable not only for research but also for efficient serious game design. The implementation and design of serious games are outlined in separated sections. Different individual characteristics that seem to be strongly affecting process of learning with serious games (learning style, gender and age) are discussed with emphasis on game development.
MULTIFILE
Adversarial thinking is essential when dealing with cyber incidents and for finding security vulnerabilities. Capture the Flag (CTF) competitions are used all around the world to stimulate adversarial thinking. Jeopardy-style CTFs, given their challenge-and-answer based nature, are used more and more in cybersecurity education as a fun and engaging way to inspire students. Just like traditional written exams, Jeopardy-style CTFs can be used as summative assessment. Did a student provide the correct answer, yes or no. Did the participant in the CTF competition solve the challenge, yes or no. This research project provides a framework for measuring the learning outcomes of a Jeopardy-style CTF and applies this framework to two CTF events as case studies. During these case studies, participants were tested on their knowledge and skills in the field of cybersecurity and queried on their attitude towards CTF education. Results show that the main difference between traditional written exam and a Jeopardy-style CTF is the way in which questions a re formulated. CTF education is stated to be challenging and fun because questions are formulated as puzzles that need to be solved in a gamified and competitive environment. Just like traditional written exams, no additional insight into why the participant thinks the correct answer is the correct answer has been observed or if the participant really did learn anything new by participating. Given that the main difference between a traditional written exam and a Jeopardy-style CTF is the way in which questions are formulated, learning outcomes can be measured in the same way. We can ask ourselves how many participants solved which challenge and to which measurable statements about “knowledge, skill and attitude” in the field of cybersecurity each challenge is related. However, when mapping the descriptions of the quiz-questions and challenges from the two CTF events as case studies to the NICE framework on Knowledge, Skills and Abilities in cybersecurity, the NICE framework did not provide us with detailed measurable statements that could be used in education. Where the descriptions of the quiz-questions and challenges were specific, the learning outcomes of the NICE framework are only formulated in a quite general matter. Finally, some evidence for Csíkszentmihályi’s theory of Flow has been observed. Following the theory of Flow, a person can become fully immersed in performing a task, also known as “being in the zone” if the “challenge level” of the task is in line with the person’s “skill level”. The persons mental state towards a task will be different depending on the challenge level of the task and required skill level for completing it. Results show that participants state that some challenges were difficult and fun, where other challenges were easy and boring. As a result of this9 project, a guide / checklist is provided for those intending to use CTF in education.
DOCUMENT
Learning theories broadly characterised as constructivist, agree on the importance to learning of the environment, but differ on what exactly it is that constitutes this importance. Accordingly, they also differ on the educational consequences to be drawn from the theoretical perspective. Cognitive constructivism focuses on the active role of the learner, and on real-life learning. Social-learning theories, comprising the socio-historical, socio-cultural theories as well as the situated-learning and community-of-practice approaches, emphasise learning as being a process within and a product of the social context. Critical-learning theory stresses that this social context is a man-made construction, which should be approached critically and transformed in order to create a better world. We propose to view these different approaches as contributions to our understanding of the learning-environment relationship, and their educational impact as questions to be addressed to educational contexts.
DOCUMENT
This study examines the relationships between students’ perceptions of heavy study load, time spent on learning, study strategies, and learning outcomes. Student’s study strategies were measured with a short version of Vermunt’s Inventory of Learning Styles. It was possible to replicate 5 processing and 5 regulation strategies. The higher order dimensions meaning directed learning style (relate and structure, concrete processing, critical processing) and reproduction directed learning style (memorize and repeat, analyze, self-regulation of contents, process and results, external regulation of the learning process) differed from Vermunt. The scales showed differences across groups, which is in line with previous research. Linear structural analysis showed that reproduction directed learning precedes meaning directed learning. Only meaning directed learning affected GPA, the influence of the two learning styles on ECs was not evidenced in this study. Contact hours influenced ECs, but this effect was tempered through its negative association with a heavy study load. The limitations, implications for practice, and directions for further research and development will be discussed in the round table.
DOCUMENT
