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1.
Department chairs in 101 Carnegie Council Research I and II and Doctorate-Granting I and II institutions were surveyed to describe their career movements prior to becoming chair, and the length of tenure as chair and the movement from the chair position that their two predecessors in the position of chair had made. Additional variables addressed were discipline, department size, chair's age and gender, the nature of departmental hiring practices, and whether chairs had previous administrative experience. The Biglan model of discipline classification was used to differentiate among disciplines. Sixty-five percent of chairs return to faculty status after their tenure as chair. However, gender, departmental hiring practices, and discipline all have significant effects on the likelihood that a chair will return to faculty status or go on to further administrative service.  相似文献   

2.
Retention of female faculty is an important issue for institutions of higher education aiming for excellence and diversity. However, an essential first step in understanding retention is to examine what contributes to career satisfaction for academic women. This study is based on data from a census survey of faculty conducted in 1996 at a Research I university located in the Midwest. Using Hagadorn's (2000) model for conceptualizing faculty job satisfaction, the study identifies domains of environmental condition, departmental climate, and demographics that play a role in female faculty's overall career satisfaction.  相似文献   

3.
EFFECTS OF JOB-RELATED STRESS ON FACULTY INTENTION TO LEAVE ACADEMIA   总被引：1，自引：1，他引：0  
The purpose of this study was to investigate the relationship between job-related stress and faculty intent to leave academia. The stress variables studied were reward satisfaction, institutional/departmental reputation, time commitment, departmental/institutional influence, and student interaction. We hypothesized that the relationship between these variables and faculty intent to leave academia would be moderated by interest in one's discipline and sense of community — an institutional fit variable. We also investigated the effects of academic discipline, tenure status, and gender on these relationships. Based on data from a national faculty survey of 3,070 full-time tenure-track faculty, results indicated that of the variables studied, the two major correlates of intent to leave academia were time commitment and sense of community; however, time commitment did not moderate the stressor-intent relationship. Though showing significant zero-order correlations with intent, when gender and tenure status were added to the hierarchical regression analyses containing the stressors and moderators, neither variable contributed meaningfully to the prediction of intent. Academic discipline classification (Biglan, 1973) contributed only 2% to explained variance. A prediction model that contained all stressors, both moderators, and the background variables of gender and academic discipline accounted for 25% of the variance in intent to leave academia.  相似文献   

4.
For this study we used the 2011–2014 survey data collected by the Collaborative on Academic Careers in Higher Education (COACHE) at the Harvard Graduate School of Education to examine the degree of international faculty members’ satisfaction with autonomy, interactions with colleagues, departmental climate, and recognition and the effect of these elements upon the overall workplace satisfaction of international faculty members relative to their U.S. citizen peers. This study helps identify factors that can enhance international faculty members’ satisfaction in order to aid institutions in their efforts not only to recruit the best talent but also to support and retain such talent.  相似文献   

5.
Very few studies have examined issues of work-life balance among faculty of different racial/ethnic backgrounds. Utilizing data from Harvard University’s Collaborative on Academic Careers in Higher Education project, this study examined predictors of work-life balance for 2953 faculty members from 69 institutions. The final sample consisted of 1059 (36%) Asian American faculty, 512 (17%) African American faculty, 359 (12%) Latina/o faculty, and 1023 (35%) White/Caucasian faculty. There were 1184 (40%) women faculty and 1769 (60%) men faculty. The predictors of worklife balance included faculty characteristics, departmental/institutional characteristics and support, and faculty satisfaction with work. While African American women faculty reported less work-life balance than African American men, the reverse was true for Latina/o faculty. In addition, White faculty who were single with no children were significantly less likely to report having work-life balance than their married counterparts with children. Faculty rank was a significant positive predictor of work-life balance for all faculty. Notably, the findings highlight the importance of department and institutional support for making personal/family obligations and an academic career compatible. Institutional support for making personal/family obligations and an academic career compatible was consistently the strongest positive predictor of perceived work-life balance for all faculty. In addition, satisfaction with time spent on research had positive associations with work-life balance for all faculty, highlighting how faculty from all racial/ethnic backgrounds value being able to spend enough time on their own research.  相似文献   

6.
A profound change is now taking place in British universities which challenges the traditional academic values of autonomy and self-regulation: regular and systematic appraisal of both individual academics and departments. This case study reports an in-depth analysis of departmental appraisal in the Faculty of Science at the University of Birmingham. The different expectations, concerns and reactions of those directly involved are highlighted and explored. From this analysis a number of conclusions are drawn that might inform similar initiatives in other institutions.This is a revised and extended version of a paper presented at the Annual Conference of the Society for Research into Higher Education on Restructuring Higher Education, Birmingham Polytechnic, December 16–18, 1987.  相似文献   

7.
Presently, most Higher Education policy issues that are debated in Chilean society revolve around the question of the type of relations that should connect the Higher Education system with the state and society.During the 1980–1990 period, Chilean Higher Education underwent drastic changes under a Military Government, directed to the achieving of three main goals: to open-up the Higher Education system, to differentiate its institutional structures, and to partially transfer the cost of state-financed institutions to the students and/or their families (cost recovery) thus forcing these institutions to diversify their funding sources.As a result of the 1980 reforms, both the institutional composition and the financing of Higher Education experienced dramatic changes. New establishments mushroomed. In turn, the rapid increase in the number of institutions resulted in three major effects:first, Higher Education became private-dominant in the non-university levels and has now a dual public/private nature at the university level;second, establishments grew more regionally dispersed but overall enrolment distribution changed in the direction of a still higher concentration in the capital city;third, creation of new entrance opportunities shows an increasing over-extension with respect to enrolment demand. Also funding of Higher Education was drastically altered by the 1980 reforms. Incremental funding was replaced by a diversified funding system which contemplates the employment of four different mechanisms: public institutional core funding, competitive public allocations rewarding institutions that enrol the best students, a Government financed student-loan scheme, and competitive financing of research projects.A new, democratically elected Government was established in 1990. Its Higher Education policies include three major objectives: to fully restore institutional autonomy cancelling all measures of governmental intervention and reinstating the right of faculty members to freely choose their authorities and provide for the self-government of public universities; to increase public spending without changing the diversified-funding approach adopted by the former Government, and to change the legal framework of Higher Education with the aim of introducing more stringent accreditation and evaluation procedures and institutional accountability.  相似文献   

8.
Research capacity building has become a prominent theme in higher education institutions in China, as across the world. However, Chinese TEFL (Teaching English as a Foreign Language) academics’ research capacity has been quite limited. In order to build their research capacity, it is necessary to understand their perceptions about research. This case study focuses on TEFL academics in a Chinese research university with the purpose of describing their motivation to conduct research, the value they accorded to research and their views about the institutional research requirements. Six TEFL academics from the sample university were interviewed. The findings indicate that the Chinese TEFL academics’ research endeavour was driven by external and internal needs. Research was recognised as having a multi‐dimensional value, but various concerns were expressed about the institutional research requirements. The findings suggest several implications for institutional and departmental research administrators to further support TEFL academics’ research capacity building.  相似文献   

9.
This article reports the findings of survey data designed to explore the perceived impact of research selectivity (in the form of the Research Assessment Exercise [RAE]) on academic work in UK universities and examines their implications for women academics and gendered cultures in the light of recent writing on the position of women in UK academia. If at least part of women's disadvantage in the academic labour market is to be explained by their invisibility in predominantly ‘masculinist’ institutions, then it is possible that an institutional emphasis on research productivity combined with explicit, independent and standardised monitoring and evaluation of research output might render visible research contributions hitherto overlooked by male-dominated institutional hierarchies. However, the findings would indicate that whilst it might very well be in the short-term interests of some well-placed women (and men) ‘to play the RAE game on alien terms and win’, in the long term the RAE treadmill is unlikely to create either the institutional space or the cultural will to advantage a broad range of women academics as an occupational group.  相似文献   

10.
This empirical study examined a sample of 210 academic deans in research and doctoral institutions in the United States to investigate the relationship between academic discipline and the preparation of deans for their leadership role. Respondents reported relying on experience in past administrative posts and past relationships with faculty leaders as the most highly valued approaches to learning what the deans’ job entails. Findings suggest that how deans understand their role is very much related to the unique experiences they have accumulated as a faculty member. Despite the low reliance overall on trial‐and‐error as a learning approach, deans in pure fields reported relying more on trial‐and‐error than deans from applied fields. This finding suggests that academic discipline cannot be discounted in considering the preparation of faculty for leadership roles.  相似文献   

11.
The paper proposes a systems model of academic department performance and reports an empirical test of the model in a set of 20 departments. Departmental input and process variables related to eight departmental outcomes were identified: (1) student satisfaction with their overall learning experience, (2) student satisfaction with faculty, (3) student satisfaction with academic advising, (4) student graduate school admissions ratio, (5) student employment in field ratio, (6) faculty satisfaction with departmental research quality, (7) faculty job satisfaction, and (8) degrees conferred per faculty member. The eight departmental outcomes were found to be largely independent of one another and predicted by relatively unique patterns of departmental characteristics. Salient among the correlates of departmental outcomes were faculty workload, tenure pattern, and disciplinary differences.Presented at the Nineteenth Annual Forum of the Association for Institutional Research, San Diego, California, May 1979.  相似文献   

12.
在学科与领域之间-制度化的高等教育研究   总被引：1，自引：0，他引：1  
"学科"和"研究领域"在本文中是一对并列的概念,"高等教育研究"究竟是一门学科还是一个"研究领域"的争论因其本身的特征而由来已久并将持续。根据对研究领域制度化和学科化的分析,本文认为三十年来,我国高等教育研究完成的是社会建制和社会运作层面上的范式建构,观念层面的范式建构还远未完成。因此,高等教育研究依旧是一个"制度化"的研究领域,而不是一门"学科"。但"领域"和"学科"并无高低之分,只是在知识的"分化"和"整合"的进程中,各自在不同的层面上建构相应的范式而已。高等教育的基本内涵决定了高等教育研究的专门学者及其可能涉及范围的有限性、理论研究的实践导向性、学科化的有限性等特点,从而决定了高等教育研究未来学科化努力的方向主要是"观念层面上的范式"建构。  相似文献   

13.
The aim of this study was to delineate departmental differences in the length of time that doctoral students take to receive their degrees and the institutional characteristics linked with it. Variables describing graduate departments in three disciplines (chemistry, English, and psychology) and their parent universities were obtained from available records. In analyses of departments in each discipline, a relatively small set of institutional variables correlated with average time to the doctorate for the department, after controlling for characteristics of students in the department, and these relationships differed from discipline to discipline. The clearest and most extensive findings emerged for psychology: the institutional variables identified primarily concerned faculty accessibility (student/faculty ratio and department size)—a longer time to the doctorate for departments with many students per faculty member or many students.  相似文献   

14.
As postsecondary institutions undergo major changes in the coming years, they will be hardpressed to maintain the quality of their programs unless they can successfully attract and retain new faculty. Understanding something about the experiences of new faculty should enable postsecondary institutions to be more effective in the recruitment process. The present study examined the adjustment of newly hired faculty at the point of entry into their institutions and subsequently for a three-year period. It was expected that perceived personal control, teaching experience, gender, type of institution, and time would be particularly critical to the adjustment of new faculty. Three surveys were administered one year apart to newly hired, tenure-track faculty who responded to questions about their adjustment experiences. The results indicated that perceived control is a critical factor affecting new hires' emotional well-being, stress levels, job satisfaction, etc., either by itself or in combination with institution type and time. Overall, new hires who were identified as having greater control believed they had more control over their teaching and career in general, were more satisfied with their teaching and their career, had less teaching- and career-related job stress, and were less likely to consider quitting their job. The type of institution also affected new hires' adjustment, with the liberal arts colleges and a comprehensive I institution having the most negative impact compared with a community college and a research I institution. Finally, time had an unexpected negative effect on adjustment. These finding were discussed in relation to the career development of faculty.  相似文献   

15.
《欧洲教育》2013,45(4):349-352
The university government elections held at the beginning of the academic year 1971- 1972 revealed the typical problems that beset the novel establishment of self-government at these institutions. The departmental elections concern the 650 Higher Education and Research Departments of the 65 universities and university centers in France. The role of these councils thus elected by professors, university personnel, and students is quite important. By the terms of the Orientation Law, the councils are principally responsible for admitting students, for the choice of teaching methods, and for establishing examination regulations. In addition, the council members select delegates to the university councils who are responsible for, among other things, the voting on the budgets for these institutions.  相似文献   

16.
Describing and explaining research productivity   总被引：1，自引：0，他引：1  
This article describes results from a study of academic productivity in Australian higher education. It estimates the output (in terms of quantity of publications) of individual staff and academic departments across different subject areas and types of institution. Concerning research productivity, Australian academics resemble their colleagues in other countries: the average is low, while the range of variation is high. Most papers are produced by few academic staff. Several potential correlates of productivity, including level of research activity, subject area, institutional type, gender, age, early interest in research, and satisfaction with the promotions system, are examined. A model linking departmental context to personal research performance through department and personal research activity is developed and tested. The results support the view that structural factors (such as how academic departments are managed and led) combine with personal variables (such as intrinsic interest in the subject matter of one's discipline) to determine levels of productivity. There is also evidence that research and teaching do not form a single dimension of academic performance.  相似文献   

17.
Discipline cost indices and their applications   总被引：1，自引：1，他引：0  
Differences in institutional reporting and accounting often reduce the comparability in expenditure data among institutions. This particularly affects interinstitutional comparisons of discipline unit costs, that is, expenditures per credit hour or expenditures per weighted credit hour. To overcome this comparability problem, discipline cost indices have been developed to permit accurate interinstitutional comparisons of relative costs among disciplines. This paper documents how discipline cost indices have been derived, using expenditure data collected from five peer institutions, and how these indices have been implemented in a research university's budget allocation process. Institutional researchers and academic budget planners are the intended audience.Presented at the Thirty-first Annual Forum of the Association for Institutional Research, San Francisco, May 26–29, 1991.  相似文献   

18.
Regressions can be used to analyze the relationship between departmental activities and the need for nonacademic staff and operating funds. Support costs are broken into task categories and related to certain basic variables describing the composition and activity of the unit (e.g., FTE academic staff, teaching load). The results are then linked in a total model which predicts the cost for departmental support based on institutional activity variables. Beside the number of students, there are other variables such as the number of fields of study, number of teaching and research staff, and the laboratory equipment. The model is generalizable to many national settings.Presented at the Twentieth Annual Forum of the Institution for Institutional Research, April 1980.  相似文献   

19.
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   

20.
Supervision of postgraduate students remains an area of concern to university administration, to supervisors, to student unions and the individual research student. Many studies have examined student dissatisfaction with supervision. However, there is also considerable uneasiness among academic staff about the extent of their supervisory role and functions. In a series of workshops in several tertiary institutions problem areas were discussed with supervisors, both experienced and inexperienced; and practices and strategies were explored which facilitate effective supervision. Those provisions for and approaches to supervision which supervisors have found to be effective are presented and discussed as they apply at the institutional, departmental or individual level.  相似文献   

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