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Stress Prevention and Stress Management Techniques VI01:30

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Adopting a healthier lifestyle often requires overcoming significant challenges, but leveraging psychological, social, and cultural resources can facilitate meaningful change. Effective self-change hinges on understanding and applying key tools such as motivation and goal setting, which help sustain efforts toward long-term health benefits.
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Often, psychologists develop surveys as a means of gathering data. Surveys are lists of questions to be answered by research participants, and can be delivered as paper-and-pencil questionnaires, administered electronically, or conducted verbally. Generally, the survey itself can be completed in a short time, and the ease of administering a survey makes it easy to collect data from a large number of people.
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In cross-sectional research, a researcher compares multiple segments of the population at the same time. If they were interested in people's dietary habits, the researcher might directly compare different groups of people by age. Instead of following a group of people for 20 years to see how their dietary habits changed from decade to decade, the researcher would study a group of 20-year-old individuals and compare them to a group of 30-year-old individuals and a group of 40-year-old...
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相关实验视频

Updated: Jul 22, 2025

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高等教育中的变革管理:一项连续的混合方法研究,探索员工的感知.

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  • 1Strategy and Institutional Excellence, Mohammed Bin Rashid University of Medicine and Health Sciences, Dubai, United Arab Emirates.

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高等教育中的有效变革管理需要对模型进行上下文化,并了解员工参与度. 这项研究开发了一种可靠的工具来评估MENA医学大学对变革管理和敏捷性的看法.

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科学领域:

  • 高等教育管理的管理.
  • 组织行为 组织行为
  • 健康 职业 教育 教育 专业

背景情况:

  • 高等教育机构必须将变革管理纳入其核心战略.
  • 将现有的变革管理模型适应特定的工作环境对于成功至关重要.
  • 员工的参与度和满意度对于高等教育机构有效的变革上下文化至关重要.

研究的目的:

  • 探索员工对中东和北非 (MENA) 医学和健康科学大学变革管理和敏捷性的看法.
  • 展示员工观点如何在变革倡议中为战略决策提供信息.
  • 开发和验证一个工具来评估利益相关者对高等教育机构变革管理的看法.

主要方法:

  • 采用了一种连续的混合方法设计,从领导层感知的定性探索开始.
  • 进行了定性数据收集的焦点小组,以诱导方式分析.
  • 开发了一个基于定性发现的定量数据收集工具,使用SPSS版本27进行分析.

主要成果:

  • 定性分析确定了三个关键主题:触发,执行和结果,其中包括经验教训和改进机会.
  • 开发的仪器显示出高可靠性 (克朗巴赫的α=92.8%) 和有效性.
  • 员工对机构变革过程的同意率平均为72.3%,解释差异为83.2% (p<0.001).

结论:

  • 创建了一个新的概念框架,以支持教育领导的决策和变革灵活性.
  • 引入了一种可靠和有效的数据收集工具,用于评估利益相关者对高等教育变革管理的看法.
  • 强调了解员工观点对于优化学术机构变革管理策略的重要性.