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jperc-329
اثر استراتيجية تنال القمر في مهارات ما وراء المعرفة في مادة علم الاحياء لدى طالبات الصف الرابع العلمي
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وللتحقق  من هدف البحث  صيغت الفرضية الصفرية الاتية:

  • لا توجد فروق ذات دلالة احصائية عند مستوى (0.05 ) بين متوسط درجات طالبات المجموعة التجريبية التي درست وفقا لاستراتيجية (تنال القمر ) ومتوسط درجات طالبات المجموعة الضابطة التي درست على وفق الطريقة الاعتيادية في مقياس مهارات ما وراء المعرفة .

ولأجل التحقق من صحة هذه الفرضية اجرت الباحثة  تجربة استغرقت الفصل الدراسي الثاني واعتمدت الباحثة المنهج التجريبي ذي المجموعات المتكافئة  واجرت اختبار بعدي في قياس مهارات ما وراء المعرفة عند الطالبات ,تمثلت عينة البحث بطالبات الصف الرابع العلمي  في احدى المدارس النهارية التابعة لمديرية تربية بغداد / الكرخ الثانية ,موزعة الى شعبتين ,احداهما مثلت المجموعة التجريبية ( 28) طالبة درست على وفق  استراتيجية (تنال القمر ) والاخرى مثلت المجموعة الضابطة ( 28) طالبة درست بالطريقة الاعتيادية , وتمت مكافأة المجموعتين في متغير (العمر, مهارات ما وراء المعرفة , قامت الباحثة بتبني مقياس  مهارات ما وراء المعرفة  للباحثة  (عبد , 2012) مكون  من (50) فقرة من نوع (خماسي البدائل) , وقد إجري الصدق والثبات له .

طبقت التجربة في الفصل الدراسي الثاني ,وقامت الباحثة بتدريس مجموعتي البحث بنفسها ,وبعد الانتهاء من التجربة عالجت الباحثة البيانات احصائيا باعتمادها برنامج(Microsoft Excel) ثم اعتماد الحقيبة الاحصائية للعلوم الاجتماعية(spss) واختبار ( T-test) لعينتين مستقلتين متساويتين.

وقد اظهرت النتائج تفوق طالبات المجموعة التجريبية على طالبات المجموعة الضابطة  في مقياس مهارات ما وراء المعرفة وبذلك تم رفض الفرضية الصفرية للبحث الحالي , وفي ضوء النتائج وضعت الباحثة عددا من التوصيات والمقترحات .

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Wed Feb 01 2017
Journal Name
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The Impact of Leader-member Exchange Theory in Strengthening Job Satisfaction (Analytical study of the asiacell telecommunications company)
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The research aims to formulate a model for research on the dimensions of the Leader-member exchange theory according to the ideas and thoughts of Liden /Maslyn, Hammer and impact on job satisfaction and measure these dimensions at asiacell communications to identify the extent of convergence between theoretical dimensions share leader – member Exchange (LMX) with leadership style used in this company, we have been building scale contains two variables, independent variable Leader-member exchange theory five dimensions (effect , Loyalty, contribution, respect professional, and support) the certified job satisfaction variable dimensions (job security, The Style of management, organizational climate, appreciation, and work itself)

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Publication Date
Sun Oct 21 2018
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