Secondary school physical education (PE) teachers are continuously challenged to find ways to support students learning and motivate them for an active and healthy lifestyle. To address this complexity, continuing teacher professional development (TPD) is key. Technological tools can facilitate the effective delivery of TPD in this context. Successful implementation of this technology, however, is not self-evident. Based on the general aim of effectively integrating technologies in the educational process and focusing on the needs of educators, this study examines how the evidence-based theoretical TARGET framework for creating a motivating PE learning climate might be embedded into a digital professional development tool for PE teachers, useful in everyday practice. It presents a case study in which a multidisciplinary team of researchers, designers, and end-users iteratively went through several phases of need identification, idea generation, designing, development, and testing. By using a participatory approach, we were able to collect contextualized data and gain insights into users’ preferences, requirements, and ideas for designing and engaging with the tool. Based on these insights the TPD TARGET-tool for PE teachers was ultimately developed. The most prominent characteristics of this tool are (1) the combination of an evaluative function with teaching strategy support, (2) the strong emphasis on ease of use due to the complex PE teaching context, (3) the avoidance of social comparison, and suggestions of normative judgment, and (4) the allowance for a high level of customization and teacher autonomy.
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This article focuses on the teaching profession against the background of educationalisation in the Netherlands in the sense that Dutch schools are increasingly regarded as focal points at which to address and solve social issues. Our research project concentrated on the extent to which teachers, being key figures in the school organisation, understand their role as one that embraces a social in addition to an educational mission. It explores teachers’ professional identity and their awareness, task perception and self-efficacy with respect to performing a social mission. The results show that ‘addressing social issues’ can be identified as a dimension of teachers’ professional identity. However, teachers report low self-efficacy as regards carrying out social tasks, irrespective of their task perception and awareness. The phenomenon of educationalisation is occurring in other Western European countries and in the US. The results of this exploratory study raise questions about the feasibility of educationalising social problems.
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Self-efficacy is een belangrijk begrip uit de sociaal cognitieve theory van Bandura (1997) en duidt op het geloof dat mensen hebben in hun kunnen om een bepaalde taak in een toekomstige situatie succesvol uit te voeren. Self-efficacy van leraren duidt op het geloof van leraren in hun kunnen om het leren van studenten positief te beïnvloeden. Leraren met een hoge mate van self-efficacy hebben een sterkere positieve invloed op de prestaties, de motivatie en schoolattitude van leerlingen, dan leraren met een lage mate van self-efficacy. Daarom is het van belang dat lerarenopleidingen aandacht besteden aan het ontwikkelen van self-efficacy bij hun studenten. Omdat binnen het competentiegerichte opleiden van leraren assessments een belangrijke plaats innemen, wordt in deze dissertatie onderzocht hoe assessment de self-efficacy van studenten beïnvloedt en hoe vervolgens de lerarencompetenties worden beïnvloed. Allereerst is onderzocht van welke factoren binnen het hoger onderwijs is gebleken dat deze de self-efficacy van studenten positief beïnvloeden. Hieruit bleek dat de self-efficacy van studenten wordt verhoogd als zij succeservaringen opdoen en als zij verbaal worden ondersteund door hun omgeving. Van deze bevindingen zijn 2 factoren afgeleid die van kenmerkend zijn voor een competentie assessment en die in deze dissertatie nader worden onderzocht. De eerste factor is de authenticiteit van een assessment, dit duidt op de mate waarin tijdens een assessment zaken worden getoetst die belang zijn voor het beroep van leraar. De tweede factor is de feedback die aan studenten wordt verstrekt tijdens het assessment. Om de invloed van deze factoren op de self-efficacy van studenten te kunnen meten, is er een self-efficacy vragenlijst ontwikkeld, specifiek gericht op 1e jaarstudenten van een lerarenopleiding. Omdat studenten in het 1e jaar werken aan de ontwikkeling van 6 competenties, is het instrument bedoeld om de self-efficacy van studenten met betrekking tot de zes lerarencompetenties (interpersoonlijk, pedagogisch, vakinhoudelijk en didactisch, organisatorisch, samenwerking met collega’s en reflectie en ontwikkeling) te diagnosticeren. Uit studie twee bleek dat de vragenlijst voldoende betrouwbaar en valide is om het diagnostisch instrument te gebruiken tijdens de begeleiding van studenten. Tevens kwam uit deze studie enig bewijs voor de stelling dat studenten aan een lerarenopleiding beginnen met een globale ongedifferentieerde self-efficacy, en dat als zij ervaringen opdoen met lesgeven er een verdere differentiatie van hun self-efficacy plaatsvindt. In de derde studie werd de kernvraag van deze dissertatie onderzocht. Hieruit bleek dat naarmate de studenten, de prestatie die zij bij het assessment moeten leveren als authentieker ervaren, des te sterker dit hun self-efficacy van de 6 competenties beïnvloedt. Verder bleek dat naarmate studenten de kwaliteit van de verstrekte feedback als hoger ervaren, des te sterker dit hun self-efficacy op 4 van deze 6 competenties beïnvloedt. Tenslotte bleek uit deze studie dat de genoemde assessment-factoren de leerresultaten van studenten op de lerarencompetenties indirect beïnvloeden, dit houdt in dat de assessmentfactoren de self-efficacy van studenten beïnvloeden en dat de self-efficacy van studenten vervolgens van invloed is op leerresultaten van studenten op de lerarencompetenties. In de vierde studie zijn enkele resultaten uit de derde studie diepgaand onder de loep genomen. Door een aantal studenten te interviewen is onderzocht hoe de ervaringen die studenten opdoen tijdens een assessment bijdragen aan hun self-efficacy. Hieruit bleek dat de genoemde assessmentfactoren tijdens zowel de voorbereidingsfase, de interviewfase als de feedbackfase van het portfolio competentie assessment, de self-efficacy van studenten positief beïnvloeden. Voortkomend uit de onderzoeksresultaten, worden op het einde van de dissertatie enkele adviezen voor lerarenopleidingen beschreven.
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Higher education is making increasing demands on students’ learner-agency and self-directed learning. What exactly are learner agency and self-directed learning? Why are they important? And what does it take? The aim of the five questions and answers on this poster is to support a common language and to be used as conversation starters when you want to discuss learner-agency and self-directed learning.
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Grounded in self-determination theory, the present study examines the explanatory role of students' perceived need satisfaction and need frustration in the relationship between performance grading (versus non-grading) and students' motivation and fear in a real-life educational physical education setting. Grading consisted of teacher judgments of students' performances through observations, based on pre-defined assessment criteria. Thirty-one classes with 409 students (Mage = 14.7) from twenty-seven Flemish (Belgian) secondary schools completed questionnaires measuring students' perceived motivation, fear and psychological need satisfaction and frustration, after two lessons: one with and one without performance grading. After lessons including performance grading, students reported less intrinsic motivation and identified regulation, and more external regulation, amotivation and fear. As expected, less need satisfaction accounted for (i.e., mediated) the relationship between performance grading and self-determined motivational outcomes. Need frustration explained the relationship between performance grading and intrinsic motivation, as well as less self-determined motivational outcomes. Theoretical and practical implications are discussed.
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The purpose of this study was to provide more insight into how the physical education (PE) context can be better tailored to the diverse motivational demands of secondary school students. Therefore, we examined how different constructs of student motivation in the context of PE combine into distinct motivational profiles, aiming to unveil motivational similarities and differences between students’ PE experiences. Participants were 2,562 Dutch secondary school students, aged 12–18, from 24 different schools. Students responded to questionnaires assessing their perception of psychological need satisfaction and frustration, and perceived mastery and performance climate in PE. In order to interpret the emerging profiles additional variables were assessed (i.e. demographic, motivational and PE-related variables). Two-step cluster analysis identified three meaningful profiles labelled as negative perceivers, moderate perceivers and positive perceivers. These three profiles differed significantly with regard to perceived psychological need satisfaction and frustration and their perception of the motivational climate. This study demonstrates that students can be grouped in distinct profiles based on their perceptions of the motivational PE environment. Consequently, the insights obtained could assist PE teachers in designing instructional strategies that target students’ differential motivational needs.
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Background: Continuing professional development (CPD) in nursing is defined as ‘a life-long process of active participation in learning activities that assist in developing and maintaining continuing competences, enhancing professional practice and supporting achievement of career goals’. Research has shown that inability to access resources and activities for CPD influences quality of care and adversely affects nurses’ satisfaction, recruitment and retention. Although more and more research regarding CPD is done, a comprehensive overview about the needs of nurses for successful CPD is missing. Conclusions: All nurses strive for CPD. However, organizations need to recognize nurses' personal goals and unique strategies as this leads to different needs in CPD. In addition, resources must be made available and accessible before CPD can be successfully pursued by all nurses.
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Learning and acting on social conventions is problematic for low-literates and non-natives, causing problems with societal participation and citizenship. Using the Situated Cognitive Engineering method, requirements for the design of social conventions learning software are derived from demographic information, adult learning frameworks and ICT learning principles. Evaluating a sample of existing Dutch social conventions learning applications on these requirements shows that none of them meet all posed criteria. Finally, Virtual Reality is suggested as a possible future technology improvement.
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NL samenvatting: In dit verkennend onderzoek werden social engineering-aanvallen bestudeerd, vooral de aanvallen die mislukten, om organisaties te helpen weerbaarder te worden. Fysieke, telefonische en digitale aanvallen werden uitgevoerd met behulp van een script volgens de 'social engineering-cyclus'. We gebruikten het COM-B model van gedragsverandering, verfijnd door het Theoretical Domains Framework, om door middel van een enquête te onderzoeken hoe Capability, Motivational en vooral Opportunity factoren helpen om de weerbaarheid van organisaties tegen social engineering-aanvallen te vergroten. Binnen Opportunity leek sociale invloed van extra belang. Werknemers die in kleine ondernemingen werken (<50 werknemers) waren succesvoller in het weerstaan van digitale social engineering-aanvallen dan werknemers die in grotere organisaties werken. Een verklaring hiervoor zou een grotere mate van sociale controle kunnen zijn; deze medewerkers werken dicht bij elkaar, waardoor ze in staat zijn om onregelmatigheden te controleren of elkaar te waarschuwen. Ook het installeren van een gespreksprotocol over hoe om te gaan met buitenstaanders was een maatregel die door alle organisaties werd genomen waar telefonische aanvallen faalden. Daarom is het moeilijker voor een buitenstaander om toegang te krijgen tot de organisatie door middel van social engineering. Dit artikel eindigt met een discussie en enkele aanbevelingen voor organisaties, bijvoorbeeld met betrekking tot het ontwerp van de werkomgeving, om hun weerbaarheid tegen social engineering-aanvallen te vergroten. ENG abstract: In this explorative research social engineering attacks were studied, especially the ones that failed, in order to help organisations to become more resilient. Physical, phone and digital attacks were carried out using a script following the ‘social engineering cycle’. We used the COM-B model of behaviour change, refined by the Theoretical Domains Framework, to examine by means of a survey how Capability, Motivational and foremost Opportunity factors help to increase resilience of organisations against social engineering attacks. Within Opportunity, social influence seemed of extra importance. Employees who work in small sized enterprises (<50 employees) were more successful in withstanding digital social engineering attacks than employees who work in larger organisations. An explanation for this could be a greater amount of social control; these employees work in close proximity to one another, so they are able to check irregularities or warn each other. Also, having a conversation protocol installed on how to interact with outsiders, was a measure taken by all organisations where attacks by telephone failed. Therefore, it is more difficult for an outsider to get access to the organisation by means of social engineering. This paper ends with a discussion and some recommendations for organisations, e.g. the design of the work environment, to help increase their resilience against social engineering attacks. https://openaccess.cms-conferences.org/publications/book/978-1-958651-29-2/article/978-1-958651-29-2_8 DOI: 10.54941/ahfe1002203
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Background: During hospitalization patients frequently have a low level of physical activity, which is an important risk factor for functional decline. Function Focused Care (FFC) is an evidencebased intervention developed in the United States to prevent functional decline in older patients. Within FFC, nurses help older patients optimally participate in functional and physical activity during all care interactions. FFC was adapted to the Dutch Hospital setting, which led to Function Focused Care in Hospital (FFCiH). FFCiH consists of four components: (1) ‘Environmental and policy assessment’; (2) ‘Education’; (3) ‘Goal setting with the patient’ and (4) ‘Ongoing motivation and mentoring’. The feasibility of FFCiH in the Dutch hospital setting needs to be assessed. Objective: Introduce FFCiH into Dutch hospital wards, to assess the feasibility of FFCiH in terms of description of the intervention, implementation, mechanisms of impact, and context. Design: Mixed method design Setting(s): A Neurological and a Geriatric ward in a Dutch Hospital. Participants: 56 Nurses and nursing students working on these wards. Methods: The implementation process was described and the delivery was studied in terms of dose, fidelity, adaptions, and reach. The mechanisms of impact were studied by the perceived facilitators and barriers to the intervention. Qualitative data were collected via focus group interviews, observations, and field notes. Quantitative data were collected via evaluation forms and attendance/participation lists. Results: A detailed description of FFCiH in terms of what, how, when, and by whom was given. 54 Nurses (96.4%) on both wards attended at least 1 session of the education or participated in bedside teaching. The nurses assessed the content of the education sessions with a mean of 7.5 (SD 0.78) on a 0–10 scale. The patient files showed that different short and long-term goals were set. Several facilitators and barriers were identified, which led to additions to the intervention. An important facilitator was that nurses experienced FFCiH as an approach that fits with the principles underpinning their current working philosophy. The experienced barriers mainly concern the implementation elements of the FFCiH-components ‘Education’ and ‘Ongoing motivation and mentoring’. Optimizing the team involvement, improving nursing leadership during the implementation, and enhancing the involvement of patients and their family were activities added to FFCiH to improve future implementation. Conclusions: FFCiH is feasible for the Dutch hospital setting. Strong emphasis on team involvement, nursing leadership, and the involvement of patients and their families is recommended to optimize future implementation of FFCiH in Dutch hospitals.
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