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1.
Elizabeth T. Murakami Anne-Marie Núñez 《Mentoring & Tutoring: Partnership in Learning》2014,22(4):284-301
In this article, the authors conducted a research metasynthesis of publications by a group of Latina tenure-track faculty participating in a peer mentoring group, the Research for the Educational Advancement of Latin@s (REAL) collaborative, housed in one Hispanic Serving Institution. Due to the small representation of Latinas in the academy, the significance of non-hierarchical peer-mentoring structures is observed as empowering Latina faculty to develop personal and/or professional transformation. We asked, “What peer mentoring strategies can Latina faculty employ to navigate academia?” These faculty members’ experiences in building a scholarly community pose a counter-narrative to the historical isolation of underrepresented faculty in academia and suggest possibilities for women faculty of color to construct a personal and professional community in the academy. 相似文献
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教师发展者是大学教师发展活动核心的专业力量。近年来,我国大学教师发展实践的蓬勃开展与该群体从无到有、由泛到专的自身演进密不可分。这个历程可划分为"引进、内化、模仿、伫立"等四个阶段。只有从大学教师发展系统层面理清不同发展时期的要素和矛盾,把握大学教师发展者专业化的规律,教师发展者才能摆脱缺乏主体意识的自然式发展状态,从而真正实现理性化的专业成长。教师发展者个体的专业发展受教师发展机构体制机制的制约,因此,机构必须超越单一行政职能,向研究、教育与管理一体化的综合性职能转型,使得教师发展者变为集教育者、管理者和学者于一身的社会形象。 相似文献
4.
John L. Romano Rae Hoesing Kathleen O'Donovan Joyce Weinsheimer 《Innovative Higher Education》2004,29(1):21-48
While the number of mid-career faculty currently in U.S. higher education is significant, professional development programming that addresses the teaching and learning issues of this population has not been a priority. This article describes the Mid-Career Teaching Program (MCTP) and presents data that assesses its impact on participants' professional and personal lives. Survey and interview results indicate positive changes in teaching behaviors and knowledge as well as an increase in teaching satisfaction and confidence. Faculty also reported that MCTP renewed their energy and enthusiasm and positively impacted their life outside of the academy. 相似文献
5.
Laura Padilla-Gonzalez Amy Scott Metcalfe Jesús F. Galaz-Fontes Donald Fisher Iain Snee 《Compare》2011,41(5):649-668
The present study addresses gender gaps in North American research productivity, which may be influenced by personal and family variables, as well as professional and work-related variables. The study was conducted as part of the Changing Academic Profession (CAP) International Survey, conducted in 2007–08. Using articles as indicator of research productivity, we analyzed the gender gap in publication rates among full-time higher education faculty in our combined sample (Canada, Mexico, and the United States). This analysis has implications for higher education policy. In terms of research productivity, the relative productivity rates of male and female academics have been a policy priority for many years to increase the cumulative rates of research activity. We found that the variables related to research intensity varied by country, providing a more nuanced understanding of the gender gap between male and female faculty. 相似文献
6.
This article explores how two African American professors both “outsiders” to the inner workings of the academy created a
support system, which began nearly 10 years ago as a part of their formal advisee/advisor relationship. When they began their
relationship one was a junior African-American female faculty member (promoted to associate professor in 2004) and one was
an African-American female doctoral student (currently a tenure track professor). Utilizing elements of scholarly personal
narrative and case study methods they reveal the process they engaged in over a nine-year period, which resulted in their
retention and success in the academy.
Sharon Fries-Britt and Bridget Turner Kelly received their Ph.D.’s from The University of Maryland. Dr. Kelly is an Assistant
Professor of Education, Integrated Professional Studies, The University of Vermont, Burlington, VT, USA. Her research centers
on marginalized students and faculty in higher education, namely women and people of color. Dr. Fries-Britt is an Associate
Professor at the University of Maryland. Her work focuses on the experiences of high achieving Black collegians and their
success and retention in higher education. She is also interested in patterns of success for Black faculty and administrators
in higher education. 相似文献
7.
Gerald W. McLaughlin John C. Smart James R. Montgomery 《Research in higher education》1978,8(1):67-82
A linear causal model is postulated and path analysis procedures are used to examine the direct, indirect, and total influence of 39 variables (grouped into eight general measures) on the salaries of 24.461 faculty members associated with virtually every discipline and type of postsecondary institution in the academic community. The results show wide variation in the relative influence of characteristics of postsecondary institutions and the personal and professional characteristics of faculty members on faculty salaries. The implications of these findings are discussed and specific guidelines are provided to assist those interested in examining the external and internal consistency of the faculty salary structures of their respective institutions. 相似文献
8.
Paul D. Umbach 《Research in higher education》2006,47(3):317-345
Using data from a national study of 13,499 faculty at 134 colleges and universities, this study explores the impact of faculty
of color on undergraduate education. This study finds compelling evidence to suggest that faculty of color do provide an important
contribution to undergraduate education in two ways. First, faculty of color employ a broader range of pedagogical techniques
and interact more frequently with students than their White counterparts. Second, greater structural diversity among faculty
leads to an increased use of effective educational practices. 相似文献
9.
L. Earle Reybold 《Innovative Higher Education》2008,32(5):279-295
This study examined the experience of faculty ethicality in education. Research questions focused on faculty characterizations
of professional ethics, related socialization experiences, and responses to dilemmas. Interviews were conducted with 32 faculty
members and analyzed using the constant comparative method. Findings describe the experiential dimensions of faculty ethicality
and the influence of a higher education ethos on professional reasoning and decision making. The tenure and promotion process
is the most influential dimension; but faculty reward systems in general, as well as personal and family identification, also
help to structure ethicality. Four elements of academic ethicality are discussed: standard, information, diversity, and integrity.
相似文献
| L. Earle ReyboldEmail: |
10.
《Journal of Teaching in Social Work》2013,33(3-4):125-136
Abstract As with other minorities, social work faculty with disabilities often face a dilemma of which personal experiences to discuss in the classroom and how to accomplish this to advance the teaching-learning process. This discussion of disability utilizing direct narrative experiences, seeking to maximize the quality of teaching and student learning about disability while maintaining personal boundaries is both complex and exposes faculty with disabilities to some personal and professional consequence. This article integrates scholarly literature with personal reflection and narrative to explore the use of the classroom as a laboratory of evidence based inquiry and critical thinking, infused with multicultural or diversity rich material, specifically disability based discussions. Further expansion of the discussion to all minority faculty is undertaken and guidelines for faculty use of self in the classroom are advanced. 相似文献
11.
ABSTRACT This article analyses the perspectives of faculty members on disability in higher education. Their testimonies give value to the attitudes and qualities of university students with disabilities and show how they influence their professional and personal development. We carried out a qualitative study, through interviews with 119 faculty members of different fields from 10 Spanish universities, who were nominated by students with disabilities for developing inclusive pedagogy. We conducted a progressive analysis of the data using a system of categories and codes. The results describe the motivations that drove the participants to respond to the needs of students with disabilities, the personal and professional impact posed by the challenge of adjusting the teaching and learning processes, and the perceptions of the faculty members toward the contributions of these students to the university. In the conclusions section, we delve into the need of universities to embrace inclusivity. The data provided by this study reveal that disability can be a valuable asset in a university context that dissociates from the deficit lens and acknowledges that all students are important and able to learn when the attitudes and conditions are appropriate. 相似文献
12.
Frank D. Tinari 《College Teaching》2013,61(2):61-67
Abstract An interdisciplinary mentoring program for graduate teaching assistants, the GTA mentoring program, offers the needed support for graduate students in their training as teacher-scholars. Authors outline the vision and structure of the program and highlight student, faculty, and institutional benefits. This program involves regular meetings of small teams consisting of graduate students and a faculty mentor, as well as larger group meetings of all participants. Benefits include the development of personal and professional relationships, an open forum for the discussion of teaching and research issues, increased professional support, and greater confidence in classroom instruction. 相似文献
13.
Improving Campus Climate to Support Faculty Diversity and Retention: A Pilot Program for New Faculty
Fred Piercy Valerie Giddings Katherine Allen Benjamin Dixon Peggy Meszaros Karen Joest 《Innovative Higher Education》2005,30(1):53-66
We report on a series of pilot programs that we developed and carried out to support the success and satisfaction of new faculty, particularly faculty of color. We hope that others committed to retaining and supporting underrepresented faculty can apply our learning from this pilot project, as a whole or in part.Fred P. Piercy, Ph.D. (University of Florida), M.Ed. (University of South Carolina), B.A. (Wake Forest University) is the Department Head of the Department of Human Development at Virginia Tech. His professional interests include family therapy education, HIV social science research and prevention, and family intervention for adolescent drug abusers. Valerie Giddings, Ph.D., M.S. (Virginia Tech), B.S. (Bennett College) is the Associate Vice Chancellor for Lifelong Learning at Winston-Salem State University. Her professional interests include anthropometry and apparel fit, cultural aesthetics for apparel, and diversity issues in higher education. Katherine R. Allen, Ph.D., M.A. (Syracuse University), B.S. (University of Connecticut) is a Professor in Human Development at Virginia Tech. Her interests include family diversity over the life course, adult sibling ties in transition, and persistence of women and minorities in IT majors. Benjamin Dixon, Ed.D. (University of Massachusetts), M.A.T. (Harvard University), B.Mus.Ed. (Howard University) is the Vice President for Multicultural Affairs at Virginia Tech. His interests include diversity, multicultural education, ethical pluralism, and equity and inclusion issues related to organizational management and development. Peggy S. Meszaros, Ph.D. (University of Maryland), M.S. (University of Kentucky), B.S. (Austin Peay State University) is the William E. Lavery Professor of Human Development and the Director of the Center for Information Technology Impacts on Children, Youth, and Families at Virginia Tech. Her interests include positive youth development, leadership issues, female career transitions, and mother/daughter communication. Karen Joest, Ph.D. (Virginia Tech), M.S. (Chaminade University), B.S. (Indiana State University) is an Assistant Professor of Child and Family Studies at the State University of New York, College at Oneonta. Her interests include adolescents exposed to domestic violence, use of qualitative research, and use of technology and feminist pedagogy 相似文献
14.
This article reports on the impact of organized research centers on professional effort, productivity, and perceptions of
work satisfaction for life sciences faculty members at research intensive universities’ medical schools in the U.S. Results
indicate that senior center-affiliated faculty members taught less but worked more total hours than peers not affiliated with
centers. Senior affiliated faculty members were more productive than their non-affiliated peers and were more likely to be
principal investigators on externally funded grants. Center-affiliated faculty members were more likely to be dissatisfied
with their mix of activities and workload but more likely to be satisfied with job security and autonomy. Implications beyond
this context are suggested.
Sarah A. Bunton is a Senior Research Associate at the Association of American Medical Colleges in Washington DC. She received her B.A. from
the University of Chicago, her M.A. from the University of Minnesota, and her Ph.D. in higher educational policy also from
the University of Minnesota. Her research interests include postsecondary faculty work life and satisfaction, higher education
organization, and student development.
William T. Mallon is Assistant Vice President and Director of Organization and Management Studies at the Association of American Medical Colleges.
Dr. Mallon received his B.A. and M.A. from the University of Richmond and his M.Ed. and Ed.D. in higher education policy from
Harvard University. His research interests focus on the ways in which academic medical centers recruit and retain faculty
and administrative leaders and the interorganizational relationships among medical schools, teaching hospitals, and parent
universities. 相似文献
15.
《Critical Studies in Education》2013,54(2):229-230
In higher education today, an overwhelming acceptance of neoliberal and neoconservative ideologies that advance corporate logics of efficiency, competition and profit maximization is commonplace. Market-driven logics and neoconservative ideals shape decision-making about what is taught, how material is taught, who teaches, who does research, who belongs, what counts as valid research and, ultimately, the purposes of higher education. Against this backdrop, in this essay, I provide a critical analysis of the ways in which market-driven and neoconservative values shape the experiences of junior faculty of color in American research universities. That is to say, I am concerned with the ways in which neoliberal racialization structures the lives of junior faculty of color in the US academy. In my analysis, I reason that in order to substantively improve conditions for junior faculty of color, there is a need for those concerned with change to fine-tune understandings of the US academy – its history and new re-alignment with the market, neoconservative ideals and corporate values – identifying in the process the non-benign impact of the corporate university on scholarship and teaching, working conditions and visions for social justice and equity. 相似文献
16.
The Faculty Development Portfolio: A Framework for Documenting the Professional Development of Faculty Developers 总被引：1，自引：0，他引：1
Christine A. Stanley 《Innovative Higher Education》2001,26(1):23-36
Portfolios are used for a variety of purposes in higher education. Two such purposes are the documentation of one's professional development for others and the improvement of one's own performance over time. This article discusses the concept of the faculty development portfolio and, in doing so, outlines the work of faculty development professionals. It also identifies characteristics of effective faculty development professionals and defines the steps involved in creating a faculty development portfolio. These steps include how to conceptualize, gather, and present evidence of items that can be used as a framework for faculty developers to consider when documenting their professional development for summative and formative purposes. 相似文献
17.
人学视野下的教师专业发展 总被引：4，自引：0，他引：4
教师专业发展是当前教育改革的重要议题。人学是教师专业发展必须依据的哲学基础与基本前提,为我们理解作为"人"的教师及其专业发展提供了新的视角。人学视野中,需要、生命、超越、主体、价值等反映了人类对人的本质属性和教育的现代特性认识的升华,通过人学视野来观照教师专业发展,具有极强的现实及实践意义。 相似文献
18.
This study uses a critical perspective to examine how online education is used in brick-and-mortar institutions as a mechanism through which power is exercised by and against professors who teach online. Based on a larger study of 25 professors and administrators at four institutions, this work focuses on the experiences of 12 professors. Foucault’s conceptualization of power framed our interpretation of interviews conducted with these professors. Our findings suggest online education enhanced faculty autonomy and visibility, but that it was also used to control faculty members, and for some professors, it was used to alter their professional identities. 相似文献
19.
在高校政工队伍的建设取得了显著的成绩的同时也存在着诸如年龄、职称结构不尽合理,政工工作者的整体素质不是很高,“人心不稳”、“人心思动”的现象,领导重视程度不够与经费投入严重不足等问题。这需要我们采取通过深造、培训等措施,着力提高政工工作人员的整体素质;采取有效措施,稳定高校政工队伍;建立一支以专职为主、兼职为辅的专兼职相结合的政工队伍;重视高校政工科学理论与工作方法的研究,以切实加强高校政工队伍的建设。 相似文献
20.
中国高校女教师队伍发展的现状分析 总被引：5，自引：0，他引：5
赵叶珠 《大学.研究与评价》2007,(2)
本文从社会性别和国际比较的视角对我国高校女教师队伍的发展现状进行了分析。论文以1994至2004年为研究范围,首先对我国高校女教职工队伍的基本构成及变化趋势进行分析,在此基础上,从性别视角对高校专任教师队伍的职称结构、学位结构和年龄结构进行量化研究,并进一步从女教授占教授总数比例的角度将我国女教师队伍置于国际视野之下进行比较,从而较为全面地对我国女教师队伍的发展状况在国际坐标中作出清晰的定位,最后,论文分析了女性在高级职称中占比例低的机构制度原因,同时指出高校女教师发展的现实策略。 相似文献