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1.
学术职业的不断市场化趋势使美国大学放弃了合作型和学院式的学术管理,逐步仿效商业管理的模式,从此学术专业应有的自由与自治受到了严重的冲击,学术职业者的学术专业权力明显缩小。在这种背景下,学术界逐步诉求工会组织进行集体谈判来维护自身权益。本文对美国三大教师工会组织:美国大学教授协会、美国教师联合会和全美教育协会组建工会参与集体谈判的经过以及特征进行了介绍,并对学术职业工会化的结果进行了评价。 相似文献
2.
要使高校发挥集体优势,提高组织效能,对教师的价值引导尤为重要.然而,现行高校的权力运行机制不够完善,有着不同价值追求的学术权力与行政权力博弈失衡,以致于教师的价值选择陷入困境,这种困境主要体现在本体价值与工具价值的冲突,具体来说,是教师自我实现与外在价值标准的冲突和教育理想与行政权位的冲突等.然而,要缓解此价值冲突,让本体价值和工具价值和谐共生,权力运行机制的调整势在必行. 相似文献
3.
高校行政权力与学术权力的张力与耦合——以高校教师发展为例 总被引：1，自引：0，他引：1
高校是行政权力与学术权力并存的学术组织.目前,高校行政权力与学术权力之间缺乏协调性,集中表现为一个冲突与四个失位.冲突,即价值观念对立导致的冲突.失位,即行政权力越位、制度建立错位、制度建设理论基础缺位、科层组织行政本位.二者关系的理想追求应为行政权力与学术权力适度的张力与耦合.二元权力间要坚守权力有限与有限理性的原则,相互信任的原则.互为补充、互为促进的原则. 相似文献
4.
美国大学集体谈判制度的形成与发展 总被引：4，自引：0，他引：4
集体谈判是大学管理当局与教师代表通过协商谈判,雇佣双方达成关于各自应该履行的责任和权利、义务关系等方面的协议.美国大学集体谈判制度产生的主要原因是保障高校教师的经济、职业安全,争取学术自由与终身聘任制等方面的合法权益.美国教师联合会和全国教育协会的积极推动促成了集体谈判制度的建立,美国大学教授协会的认可则是集体谈判制度得以推行的重要影响因素.集体谈判制度在保护高校教师的学术自由与终身聘任制权利方面发挥了十分重要的作用,成为美国高校教师管理中较有特色的一种制度. 相似文献
5.
作为教育行政部门、学校与教师权利和义务的重要平衡器，集体谈判至今在美国甚为流行。它顺应了教育民主化的潮流，对于维护教师权益和确保学校正常的教育教学秩序起到了重要作用。由于美国实行地方分权的教育管理体制，集体谈判的内容、程序和方法等方面各州不尽相同，但都受制于美国联邦和各州的宪法与法律。 相似文献
6.
要使高校发挥集体优势,提高组织效能,对教师的价值引导尤为重要。然而,现行高校的权力运行机制不够完善,有着不同价值追求的学术权力与行政权力博弈失衡,以致于教师的价值选择陷入困境,这种困境主要体现在本体价值与工具价值的冲突,具体来说,是教师自我实现与外在价值标准的冲突和教育理想与行政权位的冲突等。然而,要缓解此价值冲突,让本体价值和工具价值和谐共生,权力运行机制的调整势在必行。 相似文献
7.
对集体谈判中政府的角色定位的认识 总被引：1，自引：0，他引：1
集体谈判是解决劳动矛盾的主要方式。目前我国劳资矛盾尖锐,工会不能发挥组织实施集体谈判的作用,工资集体谈判制度效果不佳,推行工资集体协商制度最终还是要靠政府。政府在集体谈判中担当着组织、协调和监督的角色。现阶段我国政府应该从创造建立合作与和谐的劳动关系的舆论氛围、建立促进集体谈判的制度框架、加强劳动关系方面的法制建设、提升基层工会的层次,以及强化处理劳资关系的服务能力等方面推动集体谈判。 相似文献
8.
9.
大学内部存在科层组织和学术组织两个组织体系,相应地产生了行政权力和学术权力。教育与文化的冲突、大学规模的不断扩大,加大了行政权力和学术权力之间的冲突。加强行政权力与学术权力的规范性建设,实施行政权力与学术权力适度交叉,拓宽民主决策、管理和监督渠道,充分发挥校长在两大权力系统中的枢纽作用,这些都是解决学术权力与行政权力矛盾与冲突问题的可行性措施,也是建立现代大学制度的关键。 相似文献
10.
我国工会开展工资集体谈判存在信息资源不对称、谈判的工会级别偏低、法律不健全以及基层工会体制障碍等困境。要快速地整体推进我国工会工资集体谈判,需要有良好的法律环境支持,完善立法;改革工会旧体制,加强工会组织的建设;大力培育产业或行业工会,提升开展工资集体谈判的工会级别;强化企业诚实的信息披露义务,防止工会因信息不对称而陷入被动局面。 相似文献
11.
Yoram Neumann 《Research in higher education》1980,13(4):353-369
The present study attempts to broaden Neumann's (1979) original study, which included only universities with favorable labor relations, and to assess the role of organizational climate in predicting and explaining faculty attitudes toward collective bargaining at a college facing severe labor problems. The major findings of this study are the following. First, the perceived power structure is the dominant predictor of attitudes toward unionization at the university in a labor dispute. The magnitude of relationships between perceived power and collective bargaining attitudes is noticeably stronger at the university with unfavorable labor relations than at universities with favorable labor relations. Second, inequity is related to some aspects of collective bargaining and is not related to others. Third, perceived goals do not effect faculty attitudes toward unionization. The implications of these findings are discussed and elaborated. 相似文献
12.
Dr. Yoram Neumann 《Research in higher education》1979,10(2):123-138
This study examines the relationship between some facets of organizational climate in university departments and faculty attitudes toward various aspects of faculty unionization. The dimensions of organizational climate explored are: the perceived power structure, assessment of rewards, and perceived organizational goals. The major findings of this study are: (a) The perceived power structure is an important determinant of attitudes toward an egalitarian system, especially in the social sciences. Perceived individual power is negatively related to egalitarian attitude in the physical sciences whereas perceived faculty group power is negatively related to favorable attitudes toward collective bargaining in the social sciences. (b) Perceived emphasis on consulting activities is positively related to attitudes toward seniority-based aspects of collective bargaining in the physical sciences while perceived emphasis on personal factors is positively related to all aspects of attitude toward collective bargaining in the social sciences. (c) Inequity is positively related to attitudes toward unionization both in the physical and social sciences. The policy implications of these findings to faculty and university administration are discussed. 相似文献
13.
Christine M. Wickens 《Higher Education》2008,56(5):545-564
The current review presents both postulated and empirically tested consequences of university unionization and labor strikes
on the North American institution’s administration, faculty, and students. The review explores the impact of collective bargaining
on employee working conditions including job security, academic freedom, university governance, and due process. More importantly,
this review examines the much neglected issue of organizational work relationships in a unionized academic environment. The
relationships discussed include those between faculty members, between the faculty and administration, between the faculty
and the university as an institution, and between the faculty and their union. The threat of unionization and labor strikes
to the professor–student or mentor–mentee relationship has been a central concern of those opposed to graduate student unions,
and this issue is also addressed here. The text concludes with the identification of potential areas for future research. 相似文献
14.
Deane G. Bornheimer 《Research in higher education》1985,22(3):291-305
This research examines the factors that influenced voting behavior in two faculty union defeats at New York University. Faculty members' and librarians' demographic and professional characteristics referred to in previous research on collective bargaining were not good predictors of how they voted in these elections. However, their satisfaction with conditions at NYU, especially satisfaction with participation in governance, was a strong predictor of how they voted. Furthermore, faculty characteristics were found to influence their satisfaction with conditions. This paper also discusses the importance of the swing votes cast in a run-off election by the members of a previously defeated third party and the influence on the election outcomes of an independent group of faculty members opposed to unionization. 相似文献
15.
Roland Penner 《Interchange》1994,25(1):49-53
Legal status collective bargaining between faculty associations and university administrations has affected university governance and, on the whole, has done so positively by democratizing most of the procedures used to determine the terms and conditions of faculty employment. To the extent that matters hitherto within the mandates of academic senates have been removed to the collective bargaining regime, senates have been somewhat weakened. The greatest danger to democracy on the campus probably lies in the bureaucratization of faculty associations, thus leaving them open to the partial paralysis of creeping legalism. 相似文献
16.
《Journal of Higher Education Policy & Management》2012,34(2):101-107
This essay relates collective bargaining in American higher education to the evolution of collegial governance and its erosion on some campuses. The diversity of American higher education and the industrial model of collective bargaining being transplanted to campuses explain the modest contribution made by collective bargaining to university governance. Based on the author's experience as sometime General Secretary of the American Association of University Professors, he concludes that faculty should have the right to decide to bargain collectively but that the cost of collective bargaining usually outweighs its benefits. He recommends that strengthening collegial governance is a preferable strategy for the future. 相似文献
17.
Collective bargaining goals of university faculty 总被引：1，自引：0，他引：1
This paper examines the collective bargaining goals of 1,800 faculty members at eight Canadian universities. A particular focus of the study was the relationship between bargaining goals and traditional academic governance. The results of the analysis showed that faculty distinguish firmly between academic and nonacademic issues and deliberately choose to restrict the scope of bargaining to a relatively narrow range of issues involving money, job security, and grievance procedures. A major factor influencing this restricted bargaining scope was the confidence with and perceived influence of the traditional system of academic governance. The way in which the governance system functions helps determine whether academic and policy issues reach the bargaining table, suggesting that strong governance structures are not threatened by the advent of collective bargaining. 相似文献
18.
Following the election of a faculty collective bargaining agent at the 14 Pennsylvania state colleges, the authors administered a survey questionnaire to a 50% sample of the bargaining unit. The objectives of the research were to identify relationships between faculty choice of a bargaining agent and several collective bargaining issues: attitudes about the contending associations, the extent to which internal versus external governance matters influenced voting behavior, attitudes about the scope of negotiations, attitudes about the defined bargaining unit, attitudes about faculty strikes, and demographic faculty characteristics. The authors provide primarily a narrative of the research findings and end with a succinct general summary of their findings. A brief discussion is also presented on the potential impact on elections of voters who fail to vote their conscience. 相似文献
19.
R. Penner 《Interchange》1978,9(3):71-86
Conclusion The Kemerer-Baldridge study acknowledges that in the U.S. faculty unions have negotiated procedural protection in tenure and promotions, less arbitrariness in administrative decisions, more job security, and greater economic security in general. The authors also point out that these negotiated advantages accrue to non-unit faculty as well. In my view those conclusions apply with equal force in Canada.As noted in the introduction to this section, we still lack sufficient data to do more than generalize from impressionistic accounts. Nevertheless I feel safe in saying that, in a very short period of time, collective bargaining has enhanced true professionalism and real collegiality on Canadian campuses by moving Canadian academics from their knees (suitable no doubt for supplication) to their feet; by giving them legally enforceable job security without which the notion of academic freedom had too hollow a ring; by giving them a real and not a mythical voice in university governance; and by doing all of this and more without creating excessive bureaucracies, industrial models, unconscionable power blocks, or strangulation by legalistic formality. In the course of doing so, Canadian faculty engaged in collective bargaining have developed innovative approaches in a number of key areas, approaches which may yet have significant impact in both public and private sector bargaining. Certainly, faculty collective bargaining has gone a long way in developing a model for professional unionism in Canada. 相似文献
20.
A model of the formation of faculty attitudes toward collective bargaining is developed which reflects recent developments in theory and research in organizational behavior. The model is an alternative to those grounded in need-satisfaction theories and takes into account interaction effects among variables. Hypotheses are formulated which explore how faculty members develop: (1) beliefs about, and effective responses toward, their work environment; and (2) propensities to wish to change that environment by implementating collective bargaining. Empirical data are analyzed to assess the main effects of, and interactions among, organizational commitment, perceived personal efficacy, and expectations with respect to the impact of bargaining.An earlier draft of this article was presented before the Association for the Study of Higher Education, Chicago, March 1978. 相似文献