This article details a large-scale study of vice-principals in Hong Kong secondary schools. The study aimed to examine the core competency areas that pertain to the work of vice-principals and the way in which vice-principals perceive these areas to relate to school success. It also examined the factors that affect their level of job satisfaction, and differentiated these factors according to whether they did or did not aspire to principalship. The findings indicate that competency gaps, if large enough, can affect the level of job satisfaction of vice-principals and that the impact of these gaps varies according to career orientation. The results show that vice-principals who aspire to be a principal are more satisfied in their jobs than their less ambitious colleagues; and that the effect of these gaps on job satisfaction differs between the two groups. The implications of the findings for the future supply of principals and leader development are expounded.
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This paper describes the development of an improved scale for measuring sentiments, attitudes and concerns about inclusive education in pre-service teachers based on an examination of data gathered from 996 pre-service teachers from five tertiary institutions using a modified version of the Interactions with People with Disabilities scale (Forlin, Jobling & Carroll, 2001; Gething, 1991, 1994), the Concerns about Inclusive Education Scale (Sharma & Desai, 2002), and the Attitudes Toward Inclusive Education Scale (Wilczenski, 1992, 1995). Based on the results of principal component analyses, conceptual judgments made by the research team, and a critique of content and format from an "expert group", a new scale, the Sentiments, Attitudes and Concerns about Inclusive Education scale (SACIE), is developed. The rationale behind the development of the scale is discussed.
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This paper poses a modified Rogers (1995) model for the Innovation-Decision Process for designing in-service programmes for educational innovation. The proposal emerges from a study of eight in-service teachers struggling to implement an innovation - the process approach to teaching English writing in Hong Kong secondary schools over the course of a year. The findings appear to (1) substantiate the five stages described in the Rogers Model - Knowledge, Persuasion, Decision, Implementation and Confirmation - and (2) reveal complexities in an Implementation Stage when it is applied in the educational context which were not defined in the Rogers Model. The Implementation Stage is classified into four phases - Experiment, Adjustment, Mastery and Personalisation. Each phase is characterised by its own emerging phenomena and copying strategies. These findings provide a theoretical framework and principles for designing in-service programmes to address a process for change which would deepen teaching skills as will as the successful implementation of innovation.
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In higher education, student evaluation of teaching is widely used as a measure of an academic's teaching performance despite considerable disagreement as to its value. This paper begins by examining the merit of teaching evaluations with reference to the factors influencing the accuracy of the teaching evaluation process. One of the central assumptions on which student evaluation of teaching is based is that there is a relationship between student achievement and student rating of teachers. However, the findings of the majority of studies do not support this assumption. The absence of a strong link between student achievement and teaching evaluations suggests that there is scope for examining other approaches to measuring effective classroom dynamics. This paper presents such an approach based on the notion of transformational classroom leadership.
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This article provides two 'portraits' of headteachers in primary schools in England and Hong Kong, derived from semi-structured interviews with these individuals. Contrary to some claims that such a small sample is worthless, this article argues that what is most meaningful is sometimes derived from the singular and unique; that generalisations in education are as likely to be useful if they are 'fuzzy' generalisations as if they are from scientific or statistical generalisations; and that the individual case can strip away the clutter of large contexts and allow recognition of a common shared humanity. What these portraits also show is that responses to larger contexts are heavily dependent on personality and local context, and that if policy implementation and professional development are to have impact, then an attention to the personal and the local are going to be critical factors in any success in these areas
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This paper focuses on the differential predictability of Maslach's three burnout components on the intention to quit the teaching profession among Chinese teachers in Hong Kong. A sample of 379 teachers participated in the current study, which provided data on the associations among social support, burnout, and intention to quit. Results from structural equation modeling confirmed that the three components of burnout acted differently on intention to quit, with emotional exhaustion as the dominant factor, while the other two components exerted no effect. The findings concurred with those from US research. Support from a supervisor has a direct influence on the teacher's intention to quit and an indirect effect through emotional exhaustion. In contrast to the findings in the West, the effect of support from colleagues was shown to be minimal in this study.
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