同事评价教师绩效的结构验证性因素分析

心理发展与教育 ›› 2004, Vol. 20 ›› Issue (1): 38-42.

同事评价教师绩效的结构验证性因素分析

蔡永红¹, 林崇德²

1. 北京师范大学教育学院, 北京, 100875;
2. 北京师范大学发展心理研究所, 北京, 100875

出版日期:2004-01-15 发布日期:2004-01-15
作者简介:蔡永红(1967- ),女,湖北荆州人,北京师范大学教育学院副教授,博士.E-mail:caiyonghong@263.net.
基金资助:
全国教育科学"十五"规划重点课题(CBA030044);北京市教育科学"十五"规划课题;北京师范大学社会科学基金课题资助项目

Confirmatory Factor Analysis of Colleagues’Evaluations on Teacher Performance

CAI Yong-hong¹, LIN Chong-de²

1. School of Education, Beijing Normal University, Beijing 100875;
2. Institute of Development Psychology, Beijing Normal University, Beijing 100875

Online:2004-01-15 Published:2004-01-15

摘要/Abstract

摘要： 考察了教师绩效同事评价结果的因素结构。通过文献回顾、开放式调查、关键事件访谈和理论分析,提出了教师绩效的结构,通过验证性因素分析验证了同事评价教师绩效的结构。发现教师绩效包含6个维度,即职业道德、职务奉献、助人合作、教学效能、教学价值与师生互动,前3个维度组成关系绩效,其余维度组成任务绩效。关系绩效与任务绩效有较高的相关。

关键词: 教师绩效, 同事评价, 关系绩效, 任务绩效

Abstract: The research aimed to explore the construction of colleagues'ratings of teacher performance.They advance a theorist construction of teacher performance thn}ugh literature review,open-ended survey,critical incident interview and theoretical analysis.Then they test the construction of colleague appraisal results by confirmative factor analysis.They find that teacher performance includes six dimensions:professional ethics,job conscientiousness, assisting and cooperation,teaching efficiency,teaching value and teacherstudent interaction.The first three dimensions constitute contextual performance,and the others constitute task performance.Ontextual performance has high relation with task performance.

Key words: teacher performance, colleague evaluation, contextual performance, task performance

蔡永红, 林崇德. 同事评价教师绩效的结构验证性因素分析[J]. 心理发展与教育, 2004, 20(1): 38-42.

CAI Yong-hong, LIN Chong-de. Confirmatory Factor Analysis of Colleagues’Evaluations on Teacher Performance[J]. Psychological Development and Education, 2004, 20(1): 38-42.

参考文献

[1] Marsh H W, Dunkin M J. Students'evaluations of university teaching: A multidimensional perspective. In: Smart. Journal Higher Education: Handbook of Theory and Research. New York: Agathon, 1992.
[2] 蔡永红,林崇德.绩效评估研究的现状及其反思.北京师范大学学报(社会科学版).2001,(4).119-126
[3] Borman W C, Motowidlo S J. Expanding the criterion domain to include elements of contextual performance. In: Schmitt N, Borman W C. Personnel Selection in Organizations. San Francisco: Jossey-Bass,1993,71-98.
[4] Flanagan J C. The critical incident technique. Psychological Bulletin, 1954, (51),327-358.

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