共查询到20条相似文献，搜索用时 15 毫秒
1.
Nessy Allen 《Higher Education》1988,17(3):267-280
This paper describes formal procedures for the promotion of academics in Australian universities within the general context of economic constraints and increasing pressures on promotion to higher categories. Government statistics show that, over the last decade, tertiary education in Australia has become more expensive to maintain. In the universities the major reason for this has been the rising cost of the academic staff establishment, a trend which has come under increasing public scrutiny. Financial restrictions have resulted in a lack of recruitment and a consequent lack of staff mobility. With annual progression within the staff categories, there is now a concentration of academics at the top of the respective salary scales and the problem is compounded by a naturally rising age factor. Promotion opportunities and a system of tenure have led to a situation in which more than half of academic staff are in the senior categories. Recent studies show that academics themselves are becoming more concerned about promotion issues.A comparison is made of formal promotion procedures before the passing of recent federal legislation on equal opportunity in employment. Although there are differences in detail, procedures for promotion to senior lecturer and reader/associate professor reveal a very high level of consensus on what constitutes rewardable academic performance. Nevertheless, promotion opportunities for academic staff are of necessity becoming more restricted, a trend which has far-reaching implications for the Australian university system. 相似文献
2.
张小杰 《清华大学教育研究》2007,28(4):22-29
本文主要考察中世纪大学教师薪俸制度的演变.在激烈的生存竞争中,作为学术性行会的中世纪大学形成了诸多富有创新意义的制度,教师薪俸制度就是其中之一.这些制度影响了大学的历史发展,并成为后世现代大学制度的组织基础和精神源泉. 相似文献
3.
“双一流”建设背景下,高校间的人才竞争变得更加激烈,导致高校人才市场出现人才评选已显频繁、人才头衔几近泛滥、人才流动产生失序、学术失德事件频出等不良现象。究其缘由主要有三:一是高等教育政策的刺激,二是高校发展战略的推动,三是人才自身发展的诉求。有效治理高校人才市场需从人才流动调控机制、人才评价体系、人才管理制度、人才薪酬制度、科研诚信制度以及学校战略引导等方面完善人才制度体系。 相似文献
4.
Presently, the role and the function of universities in Malaysia have been described as being in a state of change. Several strategies have been adopted to assist in the re-branding of higher institutions of learning. As a consequence, an effective model of leadership practices, particularly at the Malaysian academic departmental level, has to be generated in order to replace the traditional leadership practices in meeting the national aspirations. The purpose of this study was to investigate the relationship between department heads’ leadership behaviour with academics’ organisational commitment. Survey responses from 430 academics from Malaysian public universities were received and analysed. The main finding of this study reveals that the adoption of encouraging leadership behaviour (Kouzes and Posner’s Transformational Leadership) shows a 55% direct positive relationship with academics’ organisational commitment, with demographical factors playing no role as a moderator with either variable. This reinforces the rationalisation for adopting the model within the Malaysian academic setting, where department heads should indeed lead the academic organisation. 相似文献
5.
《The Internet and Higher Education》1999,2(1):11-20
As Distance Learning programs expand at colleges and universities across the country, institutions find themselves grappling with a range of academic and administrative issues. Faculty working conditions, program development, academic oversight and student support services are but a sampling of the conflicts and issues that emerge as Distance Learning programs grow in popularity. In an effort to address these conflicts and the accompanying institutional changes, we will offer a framework for understanding and managing this change process. We also attempt to give insight into the broader issues raised by Distance Learning and propose strategies for developing cross-campus support for Distance Learning programs. 相似文献
6.
To be most useful in the resource acquisition and resource allocation processes, cost studies require the collection of detailed information from “comparable” institutions. This investigation reports the rationale, procedures, and outcomes of an attempt to identify institutions that were comparable to specific universities operating under the Kansas Board of Regents. The three-phase study involved (1) selecting states that were similar to Kansas on several key variables, (2) using information about breadth of academic programs and locale to identify public universities in those states that resembled a given Kansas institution on these features, and (3) using detailed information about enrollment, expenditure pattern, and academic emphases to measure the similarity of universities in each pool to a given Regents university. The system produced results that proved to be credible by three different tests and responded effectively to some issues involving the Kansas formula funding process. It is sufficiently flexible that it could be adapted to other states or universities whose rationale or assumptions differed from those employed in Kansas. 相似文献
7.
Ann M. Nichols-Casebolt 《Research in higher education》1993,34(5):583-601
It has been argued that one of the most pressing concerns for higher education during the next two decades is going to be the shortage of faculty. Unfortunately, there are also projections that institutions will continue to experience significant budget reductions. Current fiscal realities and projections of increasing faculty shortages suggest that in the short run market forces will be the predominant determinant of salary adjustments for many institutions. However, responding purely to market forces in an academic setting challenges fundamental values about equity and the merit of a given professor's work. This paper discusses how one major public university used faculty input in its process of distributing salary dollars specifically designated as market adjustment monies. Findings from an analysis of data on faculty perceptions about the process and its outcomes indicated that, net of receiving an adjustment, the more opportunity faculty members have had to be involved in the salary adjustment process, the greater their level of satisfaction with its outcomes. 相似文献
8.
Thierry Chevaillier 《Higher Education》2001,41(1-2):49-75
In France, where most higher education institutions are in the public sector, permanent academic staff at universities and other higher education institutions are tenured and enjoy a broad individual autonomy. The number of staff on short-term contracts is limited. Most part-time staff are drawn from professionals, business executives, and administrators – in both the public and private sectors. In recent decades, the number of teaching-only faculty expanded rapidly as tenured secondary school teachers were transferred to higher education institutions. As universities have acquired some autonomy, especially in academic matters, recruitment and promotion of staff combine elements of centralisation at the national level with local processes. Some degree of pay differentiation has been introduced through a growing use of supplementary compensation. As the system evolves toward increased self-governance of institutions, the autonomy enjoyed by the faculty is seen by administrators as an obstacle to the development of institutional policies. 相似文献
9.
Richard L. Peterson Mark L. Berenson Ram B. Misra David J. Radosevich 《Decision Sciences Journal of Innovative Education》2008,6(2):375-402
Student faculty ratings are used at most institutions of higher learning for three important reasons. First, the ratings provide direct feedback to the faculty, and this enables faculty to adjust their teaching styles. Second, the ratings provide the administration with information intended to assist in guiding and mentoring faculty toward more effective pedagogical performance in the classroom. Third, the ratings also provide the administration with information to be used in the reappointment, tenure, and promotion processes, as well as for assignment of salary range adjustments and teaching awards. To be of real value, however, all of this is predicated on the use of a valid and reliable faculty‐rating instrument along with a system designed to provide both the faculty and the administration with norming reports that allow for appropriate comparisons of ratings. This article reports such a study conducted within a large department of a business school and recommends that the process used be adapted by other business school departments and other academic units across the university and at other universities to ensure a more universally appropriate usage of students’ ratings. 相似文献
10.
By using unique survey data, we conduct a detailed study of the gender salary gap within economics departments in Japan. Despite the presence of rigid pay scales emphasizing age and experience, there is a 7% gender salary gap after controlling for rank and detailed personal, job, institutional and human capital characteristics. This gender salary gap exists within ranks. We find no gender promotion differences. In addition, we find a concentration of the salary gap in public universities and in research oriented universities. Our results show no evidence that the gender salary gap is reducing over time, and reject the hypothesis that females’ choice between household work and market activities is responsible for the gender salary gap. 相似文献
11.
In this article we describe the background to the recent development of citizenship education in Australia, Canada and England and then, following an account of our methods, discuss issues arising from an analysis of a sample of textbooks from these countries. We suggest that the current policies to introduce versions of citizenship education have emerged in these countries in the context of diverse challenges to the legitimacy of the nation state. We argue, generally, that all three countries tend, in the textbooks we have examined, to emphasize forms of citizenship education that may submerge citizen empowerment under essentially orthodox agendas. We see differences in textbooks between and within the three countries but argue that, despite many exceptions, we are able to characterize textbooks in Ontario, Canada as education in civics (provision of information about formal public institutions), those in England as education for citizenship (a broad‐based promotion of socially useful qualities) and those in Australia as social studies (societal understanding that emerges from the development of critical thinking skills related to existing academic subjects such as history and English). 相似文献
12.
In the early 1980s, following a decade of financial retrenchment in Canadian higher education, government policy statements and various scientific and research funding organizations began to articulate a new direction for universities. This new direction, referred to in this paper as the corporate agenda, heralds a new era of cooperation between universities and the corporate sector which, its proponents argue, will be mutually beneficial to both.These growing linkages between corporations and universities in Canada are transforming the structure and the mission of the university system. This paper focuses on economic, political and institutional changes that have affected the universities as public institutions. The development of this new agenda is influenced by what we refer to as third party networks, groups which are neither universities nor businesses. Our paper explores the process and discusses its effects on the organization of academic work, research and the emerging image of the university as a corporation. 相似文献
13.
欧洲社会对知识教育高度重视,持续对人才培养进行投资,以推动社会创新进步和可持续发展。作为人才培养基地,研究型大学不仅为欧洲社会输送了大量人才,更在全球知识交流体系中发挥了重要作用。一些博士后研究人员可能继续在大学里从事学术工作,也有很多研究人员离开学术界去公共、私营部门等其他领域寻求发展。尽管学术界以外的劳动力市场就业良好,但博士后研究人员仍期待更具吸引力的职业前景。欧洲研究型大学联盟由此提出,建议大学、研究机构等最高教育层完善政策措施,提高博士后研究人员的职业吸引力,以促进学术创新和知识交流;充分肯定博士后研究人员作为不断增长且日益重要的独特研究群体的重要作用;在招聘、晋升等职业发展中满足博士后研究人员多样性的需求;公共、私营部门可与大学、研究机构展开合作,促进博士后研究人员的技能迁移,并消除职业流动的障碍;采取研究资助计划和就业支持政策,帮助博士后研究人员获取研究能力之外的职业技能,促进博士后研究人员在学术界与公共、私营部门之间的流动性。 相似文献
14.
基于36所美国世界一流大学18年间的校际面板数据，研究发现科研产出数量、影响力和综合表现分数分别呈“先降后升”“先平后降”与“持续下降”趋势，校均总工资绝对规模逐年增长，占校均总支出50%左右，师均工资呈增长趋势，校均工资结构多元且稳定。工资规模、结构与科研产出关系的OLS、随机效应和固定效应模型结果表明：在工资规模上，增加大学总工资支出、提高全职教师师均工资均可显著提升大学科研产出数量、影响力和综合表现，但总工资规模对科研产出数量的正向影响更明显，而师均工资则对科研产出影响力的正向影响更突出；在工资结构上，增加工资结构中的研究工资、支持类与服务类工资规模亦可显著提升科研产出数量、影响力和综合表现，其中，研究工资对科研产出数量和综合表现的正向影响更为突出，而支持类和服务类工资对科研产出影响力的正向影响更为显著；教学工资的增加能够提升科研产出数量与影响力，但全职教师工资规模的增加却仅有助于提升科研产出数量，对科研产出影响力和综合表现有明显抑制作用。基于研究发现，我国政府和世界一流大学建设高校需要继续优化大学经费支出结构，大幅提高教师的总工资和研究工资规模；变革工资制度，提升教师工资水平等。 相似文献
15.
Sarah Guri-Rozenblit 《Higher Education》1993,25(4):457-472
Israeli higher education faces in the last decade growing pressures to alter the elitistic homogeneity of its universities and to enhance greater diversity of academic styles and traditions. Some calls for reform advocate the implementation of changes into the existing institutions, while others argue for establishing totally new higher education frameworks, both private and public. This paper discusses the emerging changes in the Israeli higher education in the broader context of trends and developments in higher education systems in other parts of the world. 相似文献
16.
There have been numerous lawsuits within higher education brought by females over pay inequity and many articles have been written on the topic. Although not as prevalent, there have been some recent instances where male faculty have claimed—with some degree of success—that the process used by their institutions to make salary adjustments for females was unfair and led to reverse pay discrimination. In this paper, we examine some of the legal issues and statistical approaches surrounding claims of reverse sex discrimination in pay in the field of higher education. We begin by reviewing the way in which legal cases examine sex discrimination in pay in academe and the different approaches that institutions can take to remove pay disparities for women. We show that across-the-board salary adjustments for women are less likely than individualized salary adjustments to raise concerns about the salary determination process and possibly reverse discrimination, and lead to lower costs to the institution. These differences arise regardless of the salary model specification used by an institution when making salary adjustments. Finally, we use a model developed by the plaintiffs in a salary equity study at one institution to demonstrate the effects of using different adjustment methods on the total cost to the institution when making salary equity adjustments for both genders.An earlier version of this paper was presented at the seminar series for the Institute of Higher Education, University of Georgia. We would like to thank participants at this seminar and Andrew Luna for comments on previous drafts of this paper. 相似文献
17.
European academic labor markets in transition 总被引：1，自引：0，他引：1
Christine Musselin 《Higher Education》2005,49(1-2):135-154
Even if convergences are to be observed among the orientations adopted by higher education policies in European countries, they still are characterized by strong national features. One of the most striking national patterns of each system is its academic labor market, salaries, status, recruitment procedures, workloads, career patterns, promotion rules, being very different from one country to another. Nevertheless, specific national academic labor markets are experiencing a common evolution that can be summed up by the emergence of more regulated internal labor markets. At the same time, the qualification of the academic production (knowledge) as a public good is questioned and academic activities rely less on individual autonomy than before. Two main transformations can be mentioned: the development of individual assessment and incentive devices in universities and the increasing role of higher education institutions in the issues previously in the domain of the academic profession. The paper relies on a limited number of cases and on empirical studies recently carried out in France and Germany. The evolution engaged in the two countries will be reviewed in order to show that they lead, in different ways, to more regulated ‘‘internal labor markets’’. It will also be argued that this is a general trend. In the last section, the implications linked to this evolution and the questions raised, the role of the academic profession, and the transformation of the status of scientific and pedagogical activities will be discussed. 相似文献
18.
John Taylor 《Higher Education in Europe》2006,31(3):251-273
In recent years, pressures for change in universities in the United Kingdom have stimulated the emergence of new models of institutional governance and management. In turn, these new models have led to significant changes in the position of academic staff in the running of their institutions. This paper looks at change within four leading UK universities, the motivation for change, the new models that have developed, some of the issues which have emerged and the impact upon academic staff. 相似文献
19.
Haim H. Gaziel 《European Journal of Education》2012,47(2):290-298
The purpose of this study is to seek to understand the process of privatisation and deregulation of Israel's higher education system which had been until the late 20th century predominantly public. Since 1994, public and governmental agencies became major clients of private universities. Thus the public sector played a major role in the expansion of international universities and in the operation of their academic programmes and became their major financial source. This partnership between the public and the private sector could be explained by the following: the increased demand for higher education by native born Israelis and the large flux of immigrants from the former USSR and Ethiopia on the one side, and the socialist ideology which deeply rooted in the Israeli society, to enable for everyone who wishes to attain higher education to find a place in the undergraduate system (particularly the population of the developmental towns and minority groups) on the other, pushed the Israeli government to expand its boundaries. Israel's public universities have been subjected to relax admissions requirement, which they refused to do. Another reason is the increasing demand from the public service in general and particularly from the education service that having a BA degree would increase the teacher salary and it does not matter whether the degree comes from an Israeli university(with its higher standards) or from a branch of an international university(with its lower standards). That explains the expansion and diversification that occurred in the higher education system in Israel. The 1998 Branches Act stipulating that any overseas institution intending to open an off shore branch must obtain a licence from the Council of Higher Education. The new regime demonstrates the paradox in higher education policy, on one side privatisation by the backdoor, on the other, regulation and control by the Israeli government. 相似文献
20.
Siti Arni Basir John Davies Jacqueline Douglas Alexander Douglas 《Journal of Higher Education Policy & Management》2017,39(3):320-340
This study investigates the influence of the elements of academic culture on quality management system ISO 9001 maintenance within Malaysian universities. There is a dearth of empirical studies on maintaining ISO 9001, particularly in the higher education context. From the literature review, academic culture was classified according to four elements – academic freedom, individualism, professionalism and collegiality. Two case studies were conducted within Malaysian universities that had been ISO 9001-certified for 5 years. At the time of this research, these two were the only universities that had certification for their entire organisation. (Most organisations gain certification for specific departments). The findings showed that academic freedom, individualism and collegiality had worked against ISO 9001 maintenance, while professionalism had influenced ISO 9001 maintenance both positively and negatively. The opposites of individualism (teamwork) and collegiality (managerialism) had supported ISO 9001 maintenance in one of the cases. 相似文献