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1.
美国大学教授联合会 《清华大学教育研究》2007,28(3):70-82
本文对美国高校教师的薪酬收入水平进行了细致的研究,运用通货膨胀率对教师收入的实际水平进行了还原,然后对不同级别高校教师收入的变化、不同类型院校间教师收入变化、其他专业人士与教师之间收入变化进行了深入的比较研究,同时分析了高校教师收入水平负增长的原因,特别指出高校教师收入贬值的原因不能归咎于学校的收入下降,而恰恰是不恰当的不均衡分配导致高校教师收入增长不力。文章还对薪酬的重要组成部分美国高校教师福利和兼职教师的收入状况进行了分析。 相似文献
2.
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
3.
The issue of sex discrimination in faculty employment has become a prominent legal and political concern, necessitating the development of objective empirical methods to determine the existence of patterns of discriminatory treatment. In this study, regression techniques are employed to apply the equal pay for equal work interpretation of the fair employment doctrine. Specifically, faculty promotion and salary policies at the University of Texas at Austin are analyzed to determine whether male and female faculty members are rewarded equally for equal academic qualifications and performances. This regression analysis tends to support the discrimination hypothesis with respect to both promotion and salary policies. 相似文献
4.
Dr. Laurence Siegel 《Research in higher education》1978,8(3):255-271
Both sound management practice and the law require that administrative decisions affecting faculty members reflect systematic, uniformly applied, fair, and valid evaluations of performance. To meet these requirements a performance evaluation scheme must involve two decision elements, both of which are addressed and illustrated in this paper:what will be evaluated, andhow the evaluation will be made.A data-based faculty performance evaluation program specifically oriented toward such administrative actions as tenure, promotion, and salary adjustment is described. This program rests upon task analysis to clarify the nature of the desired evaluative content and peer review as the primary evaluative mechanism.The scheme is illustrated using the experience of a department of psychology training to the doctorate. However, the approach to faculty performance evaluation herein described and illustrated is generalizable, with modification, to other departments and institutions. Several considerations pertinent to such modification are discussed. 相似文献
5.
This paper presents measures of faculty salary compression for 1993 and 1999 based on national, rather than institutional-level, data. Using a recently developed technique and two national faculty surveys, actual junior to senior salary ratios are derived as well as predicted salary ratios that represent what the salary ratios would be if junior and senior faculty were similarly compensated for their productive traits. The analysis, which considers three alternative definitions of junior faculty and stratifies results by institutional type, produces an overall finding of no salary compression. A limited number of disciplines, including business and economics, however, do exhibit signs of salary compression. 相似文献
6.
Women Scientists in Academia: Geographically Constrained to Big Cities, College Clusters, or the Coasts? 总被引：1，自引：0，他引：1
Women scientists in academia have been shown to be less geographically mobile than their male counterparts, a factor that may exacerbate gender inequities in faculty representation, tenure, and salary. This study examines the extent to which the jobs of academic women scientists are disproportionately concentrated in large cities, areas with many colleges and universities, and regions where most doctorates are granted. We also investigate whether jobs in these locations affect salary, tenure, full-time faculty status, and employment outside one's field of training in ways that differ for women and men. Our analysis is guided by arguments that geographic constraints on women's mobility are rooted in social factors, such as gender roles and mate selection patterns. Data are drawn from over 13,000 faculty respondents in the national Survey of Doctoral Recipients, representing 22 science and engineering disciplines and over 1,000 4-year colleges or universities. Regression analysis reveals that, irrespective of their family status, women faculty are more likely than their male counterparts to reside in doctoral production centers, areas with large clusters of colleges, and large cities. Responsibility for children intensifies women's geographic concentration more than marriage does and in ways that differ from men. Geographic concentration also appears generally more harmful to women's careers than to men's. Women in doctoral production centers are less likely to have tenure and more likely to work part time; those in larger cities are more likely to be in jobs off the tenure track. Locales with many colleges appear to present somewhat better career prospects for women. 相似文献
7.
随着我国高等教育的普及,高校教师的需求日渐增大.然而高校教师的薪酬却呈现出低于许多人心理预期的现象.本文通过对高校教师薪酬的历史回顾,结合现期的国际、国内比较,分析我国高校教师薪酬差距所在,并对这一职业的机会收益作简要概括. 相似文献
8.
Through the lens of the emerging economic theory of higher education, we look at the relationship between salary and prestige.
Starting from the premise that academic institutions seek to maximize prestige, we hypothesize that monetary rewards are higher
for faculty activities that confer prestige. We use data from the 1999 National Study of Postsecondary Faculty (NSOPF), and
regression analysis to examine the determinants of salaries. The results are consistent with the theory that faculty members
are financially rewarded for enhancing institutional prestige. There is some evidence that the rewards are higher in science
and engineering. Spending more time on teaching has no effect on salary, even in comprehensive universities and liberal arts
colleges. Findings suggest that other types of institutions are emulating research institutions in their pursuit of prestige.
Looking at faculty salaries through this lens raises serious questions about the implications of the current reward system
in higher education.
Article Note Earlier versions of this paper were presented at the Economics of Education seminar, Stanford University School of Education,
March 2004, and the American Education Finance Association, Louisville, KY, May 2005. 相似文献
9.
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
10.
高校教师工资制度改革研究 总被引：8，自引：0，他引：8
当前高校教师工资制度属于过渡性工资制度,存在工资结构混乱、科研津贴形式选择不合理、工资没有体现学科差异、高校在工资管理方面的自主权有待进一步扩大等问题。在新一轮工资制度改革中,高校教师工资制度已被确定为岗位绩效工资制度。从近期看,为教学和科研选择合理的绩效工资形式和制定区分岗位类型与薪级层次的标准是当前高校教师工资制度改革的主要任务。从长期看,应逐步理顺政府与高校在工资管理方面的权限,对教学和科研分别进行报酬,分学科确定教师工资水平。 相似文献
11.
Affirmative action and other efforts to combat sex discrimination in higher education have focused on rank and salary differences within institutions. Academic women, however, tend to receive relatively low pay in part because they are concentrated in the lower-paying institutions. Since multivariate controls of factors such as institutional type, control, size, selectivity, and curricular emphases do not eliminate this negative relationship, the hypothesis of a direct link between institutional pay scales and faculty sex ratios is strengthened. These results suggest that eliminating sex bias in faculty pay within individual institutions will not achieve salary parity for academic women until higher-paying institutions recruit more women faculty, or until institutions with higher proportions of women faculty upgrade their pay scales. 相似文献
12.
Building upon earlier work by Camp, Gibbs, and Masters II, (1988). The Journal of Higher Education 59(6): 652–667 and Wenger and Girard, (2000). Research in Higher Education 41(2):195–207, we present a model for allocating funds for salary increases to faculty lines within an academic unit at a
public research university. The model first divides available funds into three separate amounts, based on the unit norms adopted
by the faculty of the academic unit. These norms define the relative effort levels to be placed on teaching, scholarship,
and service. The model enables individual faculty members to negotiate different effort levels for the respective activities.
Within each of these activities, specific weights can be assigned to different types of accomplishments. The result is a flexible
approach that allows fair and predictable salary increases to be assigned on the basis of criteria that have been agreed to
by the faculty of the academic unit. 相似文献
13.
The relationship between salary increases and student ratings of teaching effectiveness was studied for a sample of 266 faculty members at Kansas State University. Three measures of teaching effectiveness (student progress in meeting relevant course objectives, liking the instructor, and appreciation of the field of study) and two salary criteria (percent and dollar increases) were used. Several measures of the emphasis on the teaching function were used to determine if this variable moderated the relationship between salaries and student ratings. The effect of discipline was also examined.In general, there was a modest but significant correlation between ratings of teaching effectiveness and percent salary increase. The amount of emphasis given to the teaching function was a significant determinant of the strength of this relationship. Correlations were generally more pronounced in social science and humanities than in the science areas. Student motivation was highly correlated with effectiveness ratings, but was not regularly taken into account in salary recommendations. 相似文献
14.
郭艳萍 《泉州师范学院学报》2012,30(4):99-102,106
从税收筹划的角度对高校教师的工资与薪金、劳务报酬、稿酬等收入进行研究,分别通过工资与奖金发放的合理筹划、奖金发放的区间筹划、劳务报酬所得及稿酬所得的合理筹划等方面提出税收筹划途径,不仅有效地减轻了高校教师的税收负担,而且有利于发挥个人所得税调节经济的杠杆作用. 相似文献
15.
市场机制下高校教师人力资源配置探究 总被引：1，自引：0，他引：1
从师资市场角度来分析高校师资配置,总结计划经济和市场经济下高校教师人力资源配置模。结合制度经济学理论,提出了在当前的市场环境情况下高校在教师人力资源配置方面,应该完善全国性师资市场,深化校内人事分配制度改革,发挥非正式制度的作用。 相似文献
16.
Dr. Yoram Neumann 《Research in higher education》1979,10(3):221-235
This study examines the role of research performance and seniority in determining faculty salary in university graduate departments. Four fields were studied: chemistry, physics, political science, and sociology. Seniority was found to be positively related to the pay structure in most of these fields and in most of the prestige levels, though slightly more so in the social sciences. Overall, research performance dimensions were found to be the major predictors of salary. Articles are most effective in predicting salary in the physical sciences and least effective in the social sciences. The reverse is true regarding published books.The applicability of these findings to university administration is discussed and potential changes in the reward systems are elaborated. 相似文献
17.
Marcia A. Shobe Yvette Murphy-Erby Jared Sparks 《Mentoring & Tutoring: Partnership in Learning》2013,21(5):446-460
Social work faculty experience increasing demands to develop and maintain a research portfolio that includes external funding and publications. Given the increase in research expectations, more part-time instructors are needed to teach courses. In addition to the literature review, we briefly describe a pilot part-time faculty mentorship project developed by our school to build a strong, connected, and consistent part-time faculty team. However, we also wanted to examine mentorship programs at other schools/departments of social work; as a result, we conducted an exploratory research study with social work deans and directors nationwide. Findings suggested that while schools of social work are more likely to employ greater numbers of faculty overall, departments tend to have higher teaching expectations for full-time tenure-track faculty. Despite variability among responses, most schools and departments provide some form of support to part-time faculty members; a lack of resources was given as the primary reason for limited mentorship activities. 相似文献
18.
Vicki L. Baker Meghan J. Pifer Laura G. Lunsford Jane Greer Dijana Ihas 《Mentoring & Tutoring: Partnership in Learning》2015,23(5):394-410
In this study, we sought to contribute to research about the high-impact practice of undergraduate research from the understudied faculty perspective. We relied on focus group data from faculty members (N = 41) across five institutions to better understand the supporting and inhibiting factors that contribute to faculty members’ engagement in mentoring undergraduate research. We offer implications for research and practice. 相似文献
19.
Emily P. Hoffman 《Economics of Education Review》1981,1(4):483-485
This study predicts faculty salaries using data collected at a large public university on publications, teaching and administrative hours, years of education and experience, department, sex, race, and interaction terms. Female faculty earn 24 percent less than male faculty; 17 or 41 percent of this differential is attributable to discrimination, depending on the particular set of salary determinants used. Unlike previous investigators, this study does not find discrimination in favor of minority faculty members. The choice of variables and form of model appropriate for a study of salary discrimination are discussed. 相似文献
20.
A parity-equity model was developed for estimating the influences of a comprehensive list of factors classified as rational or nonrational equity and parity (marketplace). In a multiple regression analysis of faculty salaries for two years, the parity-equity model accounted for 86% of salary variance: over 60% by professional rank; approximately 16% by other rational equity factors; 3% by college and departmental parity; 3% by college and department affiliation; and 1% by nonrational equity factors. This model is recommended for studying, year-to-year changes in salary policies and for checking the importance of each factor in salary increase deliberations. 相似文献