【作 者】：
王辞晓， 伍潇贝
【关 键 词 】：
协作学习； 数据驱动； 协作角色； 特征识别； 多层线性模型
【栏 目】：
课程与教学
【中文摘要】：
动态监督并精准干预协作角色的功能表现和群体协调问题，有助于提升协作学习的互动质量与效率。文章旨在通过挖掘协作学习中个体和群体层级角色互动特征对学习成效的影响路径来设计协作学习预警机制。以科学协作探究为研究情境，文章提出了融合时序和能级信息的个体和群体双层级角色互动特征计算方法，并运用多层线性模型识别出对学习成效有显著直接效应和调节效应的关键角色互动特征。研究发现：个体层级的四种关键互动特征中角色转换频数、角色维持时长均值、角色能级均值对学习成效具有正向影响，角色能级变化系数对学习成效具有负向影响；群体层级的三种关键互动特征策略转换频数、策略能级变化系数、策略能级方差对部分个体层级互动特征的效应有调节作用。最后，文章设计了基于上述关键角色互动特征的协作学习预警机制，并提出角色感知、角色建议、角色配置三种不同强制程度的教学干预策略。
【英文摘要】：
Dynamic supervision and precise intervention of collaborative roles' functional performance and group coordination can help improve the interactive quality and efficiency of collaborative learning. The paper aims to design an early warning mechanism of collaborative learning by exploring the influence of the interaction feature of individual and group-level roles on learning effectiveness in collaborative learning. In the context of scientific collaborative inquiry, this paper proposes a method for calculating two-level role interaction features by integrating temporal and energy level information, and uses a hierarchical linear model to identify the key role interaction features that have significant direct effect and moderating effect on learning effectiveness. It is found that among the four key interaction features at the individual level, the frequency of role transition, the mean duration of role maintenance, and the mean value of role energy level have a positive effect on learning effectiveness, and the variance coefficient of role energy level has a negative effect on learning effectiveness. The three key interaction features at the group level, namely the frequency of strategy transition, the variance coefficient of strategy energy level, and the variance of strategy energy level, have a moderating effect on the effects of some interaction features at the individual level. Finally, this paper designs an early warning mechanism of collaborative learning based on the above key role interaction features, and proposes three teaching intervention strategies with different levels of coercion: role perception, role suggestion and role allocation.