共查询到20条相似文献，搜索用时 46 毫秒
1.
2.
This article examines how macro-discourses of internationalisation and excellence shape formal and applied selection criteria for early-career researcher positions at the meso-organisational and micro-individual levels, demonstrating how tensions between the various levels produce inequalities in staff evaluation. In this way, this article contributes to the literature on academic staff evaluation by showing that Selection Committee members do not operate in a vacuum, and that their actions are inextricably linked to the meso- and macro-context. This study draws on qualitative multi-level data that comprise institutional-level policies, recruitment and staff protocols, job postings and individual-level interviews and focus groups with Selection Committee members. Findings show that a majority of Selection Committee members consent to university policies and macro-discourses when evaluating early-career researchers, but a smaller group questions and resists these criteria. Furthermore, the analysis revealed four inequalities that emerge in the application of criteria and reflect on disciplinary differences between the Natural and Social Sciences. The article concludes that with only a few Committee members to critically question and resist formal selection criteria, they limit the pool of acceptable candidates to those who fit the narrow definition of the internationally mobile and excellent early-career researcher, which may exclude talented scholars. 相似文献
3.
In 1981, the career structure in Dutch higher education was modified in such a way that performance criteria, particularly possession of a doctorate and research and publication activity, were required for promotion. In particular, the hierarchy of university posts below that of full professor was modified in such a way that persons holding so‐called WHM(senior scientific staff level) positions were required to reapply for the new UHD(associate professor) positions on a competitive basis which stressed the publication record of candidates. Using a sampling of academic women drawn from the natural sciences, the authors offer an explanation as to why women academics did less well than men in the competitions for these new posts. Although the process did not discriminate against women as such, it did not favour academics on the periphery of the profession, where many women at the time found themselves. The situation identified was the result of social factors more than of institutional discrimination. Presently, younger women ‐graduate students ‐ are rapidly moving from the periphery of the profession to the centre. Active involvement in professional networks will aid academic women in their careers; however, over‐involvement in family matters (the care network) may be harmful to the career progress of academic women. 相似文献
4.
B. Louise Chilvers M. Celina Bortolotto Siautu Alefaio-Tugia Amanda L. Cooper Sarah Ellison 《Journal of Higher Education Policy & Management》2018,40(5):430-441
Research on management in higher education predominantly investigates senior staff such as Deans or Pro-Vice-Chancellors. Relatively little attention is focused on the department level, middle management roles, such as Associate Heads of Schools (AHoS). This case study, based on anecdotal scoping data, utilized a mixed-methods approach through an email survey and face-to-face interview of past and present AHoS at Massey University, New Zealand to investigate participants’ perceptions about the role and the factors that influence it. Results show that a majority of participants did not envisage undertaking higher management within the University after holding the AHoS position, predominantly because the time commitments for the position disadvantaged their teaching and research, and therefore opportunity for academic promotion. Consideration of how AHoS roles may be supported and acknowledging the value of undertaking the role could aid in recognition for promotion and encourage the undertaking of the middle management positions within academia and universities. 相似文献
5.
The aim is to explore the absence or presence of, and motives for, research at centers for academic development and to problematize the research situation among academic developers. Boyer’s and Healey’s theories are used as lenses for the analysis based on the questionnaires that were used for data collection. The conclusion is that research is a challenging and sensitive area for university centers for academic development, and that both teaching positions and research funds are needed. Research is usually not included in the missions of centers; staff do not normally hold research positions. Unclear research directions and opposing interests weaken the centers’ ability to hire qualified staff and deliver high-quality teaching. 相似文献
6.
7.
Vera Sheridan 《Higher Education》2011,62(2):129-140
This qualitative study examines the interplay between academic staff and international students with regard to developing
academic literacies at university. Higher education has traditionally responded to increasing student diversity with the expectation
that students will conform to institutional norms or habitus. In this context international students arrive with cultural
capital which may not fit such norms, and would benefit from developing their academic literacy, as indeed would home students
given an increasingly diverse student body in Irish higher education. Findings reveal a gap between academics expectations
and international students’ capabilities. Academic staff remained within the remit of the research in contrast to the 22 international
students who were interviewed. They did not separate the totality of their campus experience from academic literacy practices.
These ranged from uncertainty around writing in another language to a mismatch between diversity management in class and students’
own expectations. International students found difficulty to making friends on campus which could benefit their integration
into the academic literacy practices of their respective disciplines. Findings point towards a whole institution response
to student diversity which transcends traditional disciplinary boundaries. 相似文献
8.
新西兰职前教师教育计划对其教师教育起着重要的引领作用。针对职前教师的选拔,它从学术入学准则、学科知识、读写及算术能力、个人和专业素质、信仰与态度等六个方面规定了统一且灵活的选拔标准。这六个方面的选拔标准为我国当前职前教师的选拔与培养提供了有益的参考。 相似文献
9.
Lynn McAlpine 《Teaching in Higher Education》2013,18(8):835-846
While building a strong research profile is usually seen as key for those seeking a traditional academic position, teaching is also understood as central to academic practice. Still, we know little of how post-Ph.D. researchers seeking academic posts locate teaching and supervision in their academic practice, nor how their views may shift as they are hired into such positions. Drawing on a framework of identity-trajectory narrative, this two-year study of seven Canadian post-Ph.D. scientists examines in-depth the shifting place of teaching within their academic practice. A positive view of the role of teaching in the post-Ph.D. position evolved to a more complex positioning as individuals became pre-tenure. The contributions of this study include a focus on early career scientists (much previous research examines social scientists); its rare longitudinal reach following individuals across roles; and its integration of teaching within other academic work. 相似文献
10.
Joint work among academic staff is important for solving the ever‐increasing number of complex tasks that are becoming part of everyday activities in higher education. At the same time, diversification and internationalisation may challenge collaboration processes and communication demands. Speaking a shared language consistently could be a way of overcoming problems. Hence, this study focuses on the effect of shared language among academic staff on the relation between academic staff involvement in work processes and openness to diversity. This study draws on data from 489 Danish academic staff members in science departments of three universities. Results show positive associations between academic staff involvement and all openness‐to‐diversity variables (openness to informational, linguistic, value and visible diversity). Shared language had a positive effect on openness to surface level types of diversity (linguistic and visible) but no effect on openness to deep‐level types of diversity (informational and value). 相似文献
11.
Fiona Wood 《Higher Education》1990,19(1):81-100
The application of performance based criteria in the allocation of resources and the targeting of substantial research funds to topics of national priority are two major features of the new research funding climate in Australian higher education. Successful competition for such funds will depend on universities developing and implementing appropriate research management plans and on the overall research performance of their academic staff. This paper reports the views of academic staff from one Australian university on such issues as the determinants of research performance and the importance of individual autonomy in the selection of research topics. One of the main findings is that research activity is highly variable and influenced by a number of factors including, personal characteristics; differences in research styles, methods and strategies both within and between disciplines; and dependence on funding. The findings show that academics firmly believe in freedom of inquiry in the choice of research topic. 相似文献
12.
《Africa Education Review》2013,10(3):398-414
ABSTRACTThis article reports on the results of a statistical analysis of the weekly working hours of academics in a Faculty of Human and Social Sciences at a South African university. The aim was to quantify, analyse and compare the workload of academic staff. Seventy-five academics self-reported on their workload by completing the workload measuring instrument. The results indicated that there were no statistically significant differences in the total working hours per week in terms of gender, schools, academic qualifications and positions. However, there were statistically significant differences in the hours spent performing core academic activities such as teaching and learning, administration and management, research and postgraduate supervision, and community engagement and services to the scholarly community. The results indicated inequalities in the workload allocation of academic staff, with some staff members being underutilized and others significantly over worked. 相似文献
13.
Fiona Q. Wood 《高等教育研究与发展》1989,8(2):237-250
Under the federal government's current policy on funding university research, institutions which can best identify and encourage the higher performers amongst their academic staff will fare better than others. However, in order to secure a strong position in competing for these government funds universities will need to know more about the research activity of their academic staff and how staff in different disciplines are likely to respond to the increased use of performance indicators. This paper reports the views of staff from one Australian university on such issues. One of the main findings is that potential research output is influenced by a range of factors including the differences in research styles, methods and strategies and the degree of dependence on funds. Such findings favour the differential use of performance measures depending on the nature of the research undertaken rather than the use of measures which are intended to standardise research output within or across disciplines. 相似文献
14.
15.
16.
The purpose of this paper is to (1) describethe characteristics and governancestructure of higher education at the FederalUniversities in Nigeria, and (2) examine (a)how academic decisions are made, (b) thelevel of academic staff participation inuniversity governance, and (c) the extent towhich academic staff is consulted on keypersonnel issues. The results of theinvestigation revealed that (a) academic staffmembers believed they are consulted onacademic matters through their representativesin the faculty senate, (b) their participationin decisions related to non-academic matters isvery limited, (c) academic decisions related toadmissions criteria and accreditation standardsare made by external bodies, (d) administratorsmake administrative decisions with very limitedinput from academic staff (e) compared to lowerranked academic staff members, higher rankedacademic staff members perceived the governanceprocess to be very effective, and (f) academicstaff members are dissatisfied with the generalworking conditions and the governance process. Overall, the results of this study stronglysuggest the need for improvement in theconsultation process, and more involvement ofthe academic staff in other governance issuesespecially the selection and appointment ofadministrators, including Vice-Chancellors. 相似文献
17.
18.
学科馆员制度建设中存在的问题及对策 总被引：2，自引：0，他引：2
桑向荣 《湖北成人教育学院学报》2009,15(6):45-46
近几年来,学科馆员制度已逐步在我国高校图书馆推广并成为研究热点。在学科馆员制度建设中,出现选拔高素质的学科馆员较难、考核机制与薪酬激励机制不健全、图书馆员的地位和待遇偏低、专业学科信息资源难以得到保证等问题。为此,笔者认为,建立高素质的学科馆员队伍、建立科学的考评和动态竞争的管理机制、提高学科馆员的待遇和地位、加快图书馆信息资源建设是解决问题的对策。 相似文献
19.
This paper aims to analyse and discuss the professional support staff at higher education institutions in Sweden in terms of how they view their roles and what the success factors for them are. The study is based on semi-structured interviews with support staff from the fields of business liaison, internationalisation and strategic research support. The results show that the participants have shaped their own roles and see themselves as back-office staff. This can make it challenging for them to prove their contribution to the academic activities of education and research. Because they neither identify themselves as administrators nor hold academic positions, their ability to build credibility on a personal basis is a central success factor. Aware of being actors in a culture dominated by academic values and norms, they see a more transparent discussion of their roles as a desirable development in the sector. 相似文献
20.
《Journal of Further & Higher Education》2012,36(4):535-548
Increasingly, research staff positions rather than lectureships are the reality for social sciences PhD graduates wishing academic work. Within this context, our longitudinal study examined how social science doctoral students and research staff in two UK universities imagined their futures in and out of academia. The variation over time in how they viewed their futures is examined through the lens of identity-trajectory. The results emphasise how individuals balanced their academic intentions with social, personal and physical desires and constraints. The results also enrich understanding of early academic career experience and the conceptualisation of identity-trajectory. Research and policy implications are considered. 相似文献