ethanporcaro/eric-fulltext-meta huggingface dataset:
Student-Teacher Relationships for Young Children with Autism Spectrum Disorder: Risk and Protective Factors
Author: Caplan, Barbara
Date: 2016-00-00
Type: Journal Articles
Subjects: Teacher Student Relationship,Autism,Pervasive Developmental Disorders,Teacher Education,At Risk Students,Student Adjustment,Teacher Characteristics,Student Characteristics,Classroom Environment,Severity (of Disability),Behavior Problems,Prediction,Change,Intervention,Child Behavior,Diagnostic Tests,Observation,Young Children,Intelligence Tests,Cognitive Development

The quality of early student-teacher relationships (STRs) has been shown to predict children's school adjustment, and children with autism spectrum disorder (ASD) are at risk for poor quality STRs. The present study examined 162 children with ASD (ages 4-7) and their teachers to evaluate student, teacher, and classroom characteristics that predicted concurrent and prospective STR quality across one school year. Child oppositional behavior, autism severity and teacher degree predicted changes in student-teacher conflict over a 1-year period, while child social skills and IQ positively predicted change in student-teacher closeness. Teacher preparedness, trainings in ASD, and classroom setting were unrelated to STR quality. Implications for intervention are discussed. [This article was published in &quot;Journal of Autism and Developmental Disorders&quot; (EJ1120137).]
Evaluation of Leadership Qualities of the Heads of Schools and Students&apos; Mathematics Achievements in Secondary Schools
Author: Bora, Ashim
Date: 2018-03-00
Type: Journal Articles
Subjects: Leadership Qualities,Foreign Countries,Principals,Secondary Schools,Mathematics Instruction,Mathematics Achievement,Secondary School Mathematics,Secondary School Students,Correlation,Mathematics Teachers,Secondary School Teachers,Instructional Leadership,Administrator Attitudes,Administrator Effectiveness

This paper describes the relationship between leadership quality of heads of schools and students' mathematics achievements in secondary schools. The secondary schools situated in Karbi Anglong district of Assam state of Indian Republic constitute the population of the study. A total of 48 secondary school situated at different educational blocks of the district are chosen as sample for collection of data for the study. A wide variant of school environments and academic achievements in mathematics were revealed in the study. A total of 80 mathematics teachers working in the selected schools participated in the study. All the teachers have at least two academic years of experience with the same head of the school. A research instrument is designed by the investigator to collect data related to leadership quality of the heads of the institutions. The data related to achievements in mathematics were collected from school records of HSLC examinations, annual examinations from class IX to X and test examinations in class X. Collected data are analysed with statistical tools. The study reveals that there exist a strong relationship between school heads leadership qualities and students' academic performances in the subject mathematics in secondary level. Heads' attitude towards mathematics directly affects the achievements of students in mathematics.
Parents&apos; Socioeconomic Status and Pupils&apos; Mathematics Achievement: Stepwise Multiple Regression Analysis Approach
Author: Bora, Ashim
Date: 2018-11-00
Type: Journal Articles
Subjects: Parents,Socioeconomic Status,Mathematics Achievement,Secondary School Students,Secondary School Mathematics,Correlation,Foreign Countries,Occupations,Parent Background,Educational Attainment,Social Status

The purpose of the present study is to examine the impact of parental socioeconomic status on pupils' achievement in secondary school Mathematics. The population of the study consists of class nine students studying in different secondary and higher secondary schools of Karbi Anglong district of Assam state in India. 900 students of 30 different schools and their parents participated in the survey and responded to the questionnaires. Stepwise Multiple Regression Analysis technique is adopted to analyze collected data. The main objective of the study is to determine the relationship between parents' socioeconomic status and its impact on the scholastic attainment of secondary school students in mathematics. The result of the analysis reveals that parents' socioeconomic status has significant relationship with school learners' academic achievement in mathematics.
Recruiting Trends, 2015-2016. 45th Edition. Brief 1: Hiring Outlook for the Class of 2015-16, Including Hiring Plans by Organization Size
Author: Schlick, Stephanie, Ed.
Date: 2015-00-00
Type: Reports - Research
Subjects: Recruitment,Personnel Selection,College Graduates,Employment Opportunities,Institutional Characteristics,Labor Market,Employer Attitudes,Employment

The Collegiate Employment Research Institute (CERI) generated this report from employers currently seeking college talent through their interactions with college and university career services offices. Nearly 200 career service centers from around the country invited their employers to participate in this study. More than 4,730 employers provided information useful for understanding recruiting trends and practices. Also included is information from respondents recruiting talent for full-time positions, internships, and co-ops. CERI has broken the release of employer information into a series of short briefs that will be part of this series. Key findings on the hiring outlook for the class of 2015-2016 along with hiring plans by organization size are presented in this research brief.
Fusion of New Technologies in Initial Education
Author: Bora, Ashim
Date: 2018-11-00
Type: Journal Articles
Subjects: Technological Advancement,Information Technology,Computers,Computer Uses in Education,Young Children,Early Childhood Education

These days, the connection among computers and youngsters comprises a discussion that creates still couple of occurrences since it is another theme on which there is stills far to go. The present exposition tries to add to the topical investigation of the equivalent, uncovering a progression of thoughts and hypothetical pragmatic reflections to accomplish a satisfactory reconciliation of new advancements at the underlying level, which comprises a procedure without return. In this manner, it is important that educators handle key criteria to settle on the academic choices of the case in the activity of their developmental job with the learners who took birth after the worldwide acceptance of electronic technology, forming necessary skills to act efficiently in the new knowledge society and the information. Moreover, it is necessary that teachers consider the need to train in the field of computer science to understand this new language of relationship with the world today.
A Cochrane Method Systematic Review of University Tech Commercialization Research
Author: Hamilton, Clovia
Date: 2018-00-00
Type: Speeches/Meeting Papers
Subjects: Research Universities,Intellectual Property,Innovation,Technological Advancement,Commercialization,Technology Transfer,Program Administration,Input Output Analysis,Human Resources

Since 1980 universities have been able to commercialize inventions that their faculty researchers create as per the 1980 Bayh-Dole Act (P.L. 96-517). Research universities can now own and license these inventions to small and well established companies. Since 1980, research universities have used tech commercialization to support their regional economies with product development and sales, and academic entrepreneurship resulting in university spin-offs and start-up business formations. This results in job creation. The technology transfer offices (TTOs) which were established at many research universities to manage this process have been studied quite extensively. However, the foundational elements that fuel successful TTO performance has not been studied comprehensively. Instead, there are numerous fragmented studies that date back to the early 1980s. In addition, there is no agreed upon common theory for studying university technology and how these elemental inputs related to performance outputs. Thus, herein it is advocated that the resource-based view (J. Barney, 1991) and theory on environmental munificence (Castrogiovanni, 1991, 2002) be used as a theoretical framework for researching university technology commercialization. Competitive resources in a more munificent environment can make it easier for an organization to survive and prosper. [Paper published in the &quot;Proceedings of the American Society for Engineering Management 2018 International Annual Conference,&quot; edited by E-H. Ng, B. Nepal, E. Schott, and H. Keathley.]
Recruiting Trends, 2015-2016. 45th Edition. Brief 2: Hiring Outlook by Industry Sector and Geographic Region
Author: Schlick, Stephanie, Ed.
Date: 2015-00-00
Type: Reports - Research
Subjects: Recruitment,Personnel Selection,College Graduates,Industry,Geographic Regions,Regional Characteristics

The Collegiate Employment Research Institute (CERI) generated this report from employers currently seeking college talent through their interactions with college and university career services offices. Nearly 200 career service centers from around the country invited their employers to participate in this study. More than 4,730 employers provided information useful for understanding recruiting trends and practices. Also included is information from respondents recruiting talent for full-time positions, internships, and co-ops. CERI has broken the release of employer information into a series of short briefs that will be part of this series. The data in this brief present two aspects of the new college labor market. The geographic data based on all employers who indicated they recruited in a specific region was analyzed. Regional employers confine their talent searches to smaller areas and may expand recruitment to nearby regions. By classifying each organization by its primary North American Industrial Classification code, the yearly employment figures reported from the Bureau of Labor Statistics to the survey responses were compared. In several sectors, hiring data was provided by academic degree in key subsectors where responses returned sufficient meaningful information. Key findings from 2015-2016 on the hiring outlook by industry sector and geographic region are presented in this research brief.
Preparing Turkish Language Learners for Erasmus Experience: Bartin Case
Author: Çetin, Kenan
Date: 2018-11-00
Type: Journal Articles
Subjects: Foreign Countries,Turkish,English (Second Language),Study Abroad,Student Attitudes,College Students,Second Language Learning,Student Exchange Programs

Since Turkey started participating in Erasmus+ program in 2002, the interest in studying abroad has been growing in terms of popularity among Turkish students. With the aim of better preparing these students before their experience abroad, Bartin University decided to implement a language course for the outgoing students, and the researcher was responsible for the speaking lessons. The researcher implemented a plan that mainly included dialogue preparation, acting out and getting to know each other activities, icebreakers, and giving presentations in different contexts related to real life situations. The data was collected with the participation of four students who agreed to participate in the semi structured interviews during their stay. The result of the interviews indicated that the students felt positively towards the pre-departure speaking course and the situation-based dialogue exercises generally enabled them to better cope with the challenges they faced while they were studying abroad. Moreover, the participants also expressed that they made use of the phrases they practiced in the lessons during their stay abroad and that they could easily adapt to the similar icebreaker activities organized during the orientation weeks of the universities abroad. This study concludes with suggestions towards future pre-departure courses in preparing language learners for studying abroad. [This study was presented at the 5th International Symposium on Educational Sciences at Alanya Alaattin Keykubat University on May 5, 2018 in Alanya, Turkey.]
Recruiting Trends, 2015-2016. 45th Edition. Brief 5: Recruiter&apos;s Toolbox
Author: Schlick, Stephanie, Ed.
Date: 2015-00-00
Type: Reports - Research
Subjects: Recruitment,Personnel Selection,College Graduates,Employment Practices,Academic Records,Personality Measures

The Collegiate Employment Research Institute (CERI) generated this sample from employers currently seeking college talent through their interactions with college and university career services offices. Nearly 200 career service centers from around the country invited their employers to participate in this study. More than 4,730 employers provided information useful for understanding recruiting trends and practices. Also included is information from respondents recruiting talent for full-time positions, internships, and co-ops. The release of employer information has been broken into a series of short briefs that are a part of this series. Key findings from 2015-2016 are presented in this report. Talent seekers have a wide array of tools to identify and select job candidates. Each year respondents are asked to select the recruiting tools they use. While most recruiters employ a number of tools, they rely heavily on just a few. This year respondents were asked to rate each tool they use for talent acquisition from 0 = no importance at all to 10 = critical importance. Although employers use all the tools included in the survey, perhaps 10 to 12 are used most often. The most common tool is posting a job announcement in places where candidates can easily find it. The two most common venues are the organization's website and the college or university's recruiting system. Posting to a college or university's database appears in the survey results because it is the conduit through which researchers solicit employers for this survey. These passive practices are basic résumé depositories and as such require little interaction between recruiters and candidates. The benefit for recruiters may be the distance from which they can winnow the unqualified candidates. In addition to traditional methods, several new ones are challenging the functional use of résumé depositories. Employers have three proactive means for connecting to and recruiting talent. Career fairs, internships and co-ops, and short term employment (summer or between academic terms) are the most important tools in the toolbox. Employers also rely on their current employees, especially alumni from schools where they recruit, to identify candidates. While most of these strategies have been around a long time, social media is relatively new. Its transient nature and brief shelf life make identifying and capturing qualified candidates a less than perfect recruitment tool.
Recruiting Trends, 2015-2016. 45th Edition. Brief 6: Internships &amp; Co-Ops: The Key to Talent
Author: Schlick, Stephanie, Ed.
Date: 2015-00-00
Type: Reports - Research
Subjects: Recruitment,Personnel Selection,Internship Programs,Cooperative Education,College Students,Industry,Institutional Characteristics,Wages,College Credits

The Collegiate Employment Research Institute (CERI) generated this sample from employers currently seeking college talent through their interactions with college and university career services offices. Nearly 200 career service centers from around the country invited their employers to participate in this study. More than 4,730 employers provided information useful for understanding recruiting trends and practices. Also included is information from respondents recruiting talent for full-time positions, internships, and co-ops. Key findings from 2015-16 are presented in this research brief. The release of employer information has been broken into a series of short briefs that are part of this series. Employers want candidates who demonstrate the ability to work in a professional environment. Internships and co-ops can be win-win situations for students and employers. Students gain valuable experience before they enter the labor market full time. Employers add to their pool of possible hires, develop staff, and recruit for full-time, permanent positions. Ninety-five percent of respondents offered college students some form of experiential or pre-professional experience, including practicums, apprenticeships, clinical rotations, professional practice, internships, and other forms of work-integrated learning. This brief focuses on internships and co-ops because this form of experiential learning is most common on college campuses. Respondents were asked a series of questions relating to internships and co-ops, including the number of hires, academic majors, and hourly wages. The outlook this year appears to be very strong. Employers will hire nearly 57,000 interns and co-ops (an average of 40 per organization, though the median is only 6). Organizations of all sizes expect to hire as many interns as they can find, but the ones most likely to do so are midsize, large, and very large.
Recruiting Trends, 2015-2016. 45th Edition. Brief 7: Benchmarking Recruiting Success
Author: Schlick, Stephanie, Ed.
Date: 2015-00-00
Type: Reports - Research
Subjects: Recruitment,Personnel Selection,College Graduates,Benchmarking,Program Evaluation,Employment,Salaries,Internship Programs,Cooperative Education

The Collegiate Employment Research Institute (CERI) generated this report from employers currently seeking college talent through their interactions with college and university career services offices. Nearly 200 career service centers from around the country invited their employers to participate in this study. More than 4,730 employers provided information useful for understanding recruiting trends and practices. Also included is information from respondents recruiting talent for full-time positions, internships, and co-ops. Key findings from 2015-16 are presented in this research brief. In &quot;Recruiting Trends 2014-2015,&quot; CERI laid out a discussion about the problems with zero (nil) responses on key benchmarks. This year, CERI went to great lengths in designing the survey to reduce the sources of interpretation error. Seven assessment measures were included in the survey: five for full-time hiring programs and two for internship and co-op programs. The belief is that these improvements provided better statistics.
Recruiting Trends, 2015-2016. 45th Edition. Brief 8: Feedback from Respondents--Entrepreneurial Mindset, Creativity &amp; Innovation, Cultural Capital, &amp; More!
Author: Schlick, Stephanie, Ed.
Date: 2015-00-00
Type: Reports - Research
Subjects: Recruitment,Personnel Selection,College Graduates,Entrepreneurship,Creativity,Innovation,Cultural Capital,Employer Attitudes,Job Applicants,Employment Potential,Job Skills

The Collegiate Employment Research Institute (CERI) generated this report from employers currently seeking college talent through their interactions with college and university career services offices. Nearly 200 career service centers from around the country invited their employers to participate in this study. More than 4,730 employers provided information useful for understanding recruiting trends and practices. Also included is information from respondents recruiting talent for full-time positions, internships, and co-ops. CERI has broken the release of employer information into a series of short briefs that will be part of this series. Key findings from 2015-16 are presented in this research brief. Each year a CERI advisory team comprised of employer and college representatives propose several issues they would like to see covered in Recruiting Trends. From the ideas elicited from this group, CERI selected several topics for inclusion in the survey. This brief explores respondents' answers to entrepreneurial mindset, creativity and innovation, cultural capital development, and the T-shaped candidate. Employer and recruiter responses to several open-ended questions about the future and challenges of college recruiting wrap up this brief.
Recruiting Trends, 2015-2016. 45th Edition. Brief 3: Starting Salaries
Author: Schlick, Stephanie, Ed.
Date: 2015-00-00
Type: Reports - Research
Subjects: Recruitment,Personnel Selection,College Graduates,Salaries,Industry,Institutional Characteristics,Academic Degrees,Intellectual Disciplines

The Collegiate Employment Research Institute (CERI) has broken down the employer information into a series of short briefs. This sample was generated from employers currently seeking college talent through their interactions with college and university career services offices. Nearly 200 career service centers from around the country invited their employers to participate in this study. More than 4,730 employers provided information useful for understanding recruiting trends and practices. Information is also included from respondents recruiting talent from full-time positions, internships, and co-ops. The focus of this brief is starting salaries, and respondents report that most employers (61%) will keep starting salaries at the same level as last year. About 39 percent of employers will increase starting salaries by 2-5 percent. The average will be 4.7 percent; the median is 3 percent (18% of employers increasing starting salaries) and the mode (most common) is 2 percent (26% of employers). Wage pressure has been minimal since the market crash. Many employers decreased starting salaries and eliminated the signing and performance bonuses new college graduates expected as part of their job offers. This year, competition for qualified job candidates will be fiercer than last year. Yet, most employers seem to be holding on wages and bonuses. Another way to infer the patterns in starting salaries is to examine the reported averages over the last seven years for selected academic majors. These figures have not been adjusted for inflation, and aggregate salaries may lag slightly behind inflation. Each year's sample represents a different mix of employers with only about 40 percent repeating each year. Starting salaries declined for most majors during the first few years of the recession. Salary recovery remains uneven five years later. Of the majors listed here, advertising and mathematics may still be in flux. Engineering and IT are beginning to see bigger boosts in starting offers. The average starting salaries reflect base salary only and do not include commissions, stipends, bonuses, housing and moving allowances, or other incentives. Extremely low and high salaries were examined to see if they fit within an acceptable range and omitted the few extremely low salaries. The range of salaries for selected degrees, throwing out the highs and lows; were also examined, and the range is 6-94 percent. Key findings from 2015-16 are presented in this research brief.