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題名:國中小校長專業發展指標建構與實證之研究
作者:林煥民
作者(外文):Huan-Min Lin
校院名稱:國立高雄師範大學
系所名稱:教育學系
指導教授:鄭彩鳯
鄭進丁
學位類別:博士
出版日期:2010
主題關鍵詞:國中小校長專業發展專業發展指標Elementary and junior high schools principalProfessional developmentIndicators of Principals’ Professional Development
原始連結:連回原系統網址new window
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本研究旨在建構國中小校長專業發展指標,並以建構好的指標轉化為問卷進行抽樣調查,以實證分析指標之具良好信效度,及校長專業發展現況與差異情形。
本研究採取相關方法並分四階段進行,第一階段是整理校長專業發展理論及國內外10個模式文獻等,形成指標初稿。第二階段是邀請8位專家進行焦點座談。第三階段是編製指標問卷,邀請9位專家建構內容效度。第四階段則進行預試與正式問卷施測,以分析考驗本問卷,並實證校長專業發展現況。
本研究發現,預試、正式問卷經EFA及CFA分析,皆顯示本指標具有良好信效度。正式問卷實證方面,以全國公立國中小校長為對象,發出825份問卷,回收有效問卷695份,可用率為84.24%,並採用描述性統計、相依樣本t檢定、單因子變異數分析與事後比較、及集群分析等程式進行統計分析。
本研究經文獻分析與統計軟體實證檢驗,得到結論如下:
一、本研究所建構國中小校長專業發展指標,共有4大領域、12個層面、49項指標;且本研究問卷具有良好的信度與效度。
二、國中小校長專業發展之認知,以「專業素養」領域重要性知覺為最高,而在「組織資源」領域重要性知覺為最低。
三、校長知覺在專業發展現況上,以「專業素養」表現最佳,「組織資源」表現最低,惟整體領域表現仍屬良好。
四、國中小校長在專業發展之「組織資源」與「經營知能」領域表現相對較低,層面現況亦以此二領域之層面表現較低。
五、國中小校長有較多的「專業素養」與「績效發展」專業發展,側重「素養」與「績效」取向,在高度均衡專業發展之表現仍顯較低。
六、國中小校長對專業發展之重視與現況間存有落差,尤以「組織資源」領域為甚。
七、女性、院省轄巿及北區的校長在專業發展重要性之部份領域,有較高知覺。
八、院省轄巿與北區的校長在專業發展現況之部份領域,有較佳的表現。
根據研究結果提出具體建議,以提供教育部、縣巿教育局(處)、國中小學校長以及未來從事相關研究人員等參考。
The aim of this research is to construct the indicators of Principals’ Professional Development of elementary and junior high schools. And it had used this finished indicators to investigate principals for understanding how their current professionl development performance and differences in Taiwan. Accordind to the aim and purposes, this research had taken 4 driftage and the method that can gain much more effectiveness. The first stage was to collect correlating document and ten models to induce indicators draft. The second stage was to invite 8 experts to proceed focus group that in order to correcting the indicators draft. The third stage was to invite 9 experts (all are professors) for correcting the questionnaire draft. The fourth stage was to proceed the pre- and formal questionnaires works, to examine the quality of the questionnaire and principals’ current performance.
The results of the questionnaire tool on Indicators of Principals’ Professional Development through EFA and two-order CFA are proven fine and effective quality. In terms of empirical analysis, the information of formal questionnaires that was from sending out 825 questionnaires, and retrieved 695 effective questionnaires. This was an availability of 84.24%. It also adopted describing statistics, one-way ANOVA, paired-samples t test, and cluster analysis of this research.
The results and conclusions drawn in this research are:
1.According to results of the indicators’ structuring system can be summarized into 4 areas as well as appraisal of professional development results, which can be further divided into 12 aspects and 49 indicators. And this Questionnaire was proven fine credibility and effectiveness.
2.Principals’ Professional Development Indicators on professional discipline area has the highest important consciousness, but on organizational resources area has the lowest important consciousness.
3.Principals’ Professional Development Indicators on professional discipline area has the highest performance, but on organizational resources area has the lowest performance. The whole area still has a good performance.
4.Principals’ Professional Development Indicators on organizational resources, managing capacity areas and their aspects have the lower performance.
5. Principals on professional discipline and performance development areas from Professional Development Indicators have higher performance that trend to discipline and performance, but lose balance development.
6.Principals have differences from indicators importance to performance, especially organizational resources area exists the biggest disparity.
7. Principals from female, directly cities and provincial cities, and north domain on some areas of Professional Development Indicators have higher important consciousness.
8. Principals from directly cities and provincial cities, and north domain on some areas of Professional Development Indicators have higher performance.
It will propose concrete suggestions according to the results of this research, in order to offer Ministry of Education, the county bureau of education, principals or future researcher to consult.
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