How do international faculty at Japanese universities view their integration?

Higher Education - Higher education institutions are striving to lower student dropout rates to increase the number of academically qualified persons in the labour market and decrease misguided...     

Contesting the neoliberalisation of higher education through student–faculty partnership

Student–faculty partnership has been researched by contemporary academic developers, particularly its outcomes and challenges. However, theoretical discussions linking it with larger social–educational–political discourses are still lacking. This reflection aims to help fill the gap by analysing how student–faculty partnership might contest the neoliberalisation of higher education. It argues that, by positioning partnership as the basis for learning, student–faculty partnership provides an alternative discourse to contest the marketisation and corporatisation of higher education, the (re)production of learners as competitive and self-interested, and the standardisation and mechanisation of learning.     

How do teacher education faculty members define desirable teacher beliefs?

Fifty-seven teacher educators described (a) how graduates of their programs should respond to each item in an educational beliefs inventory, and (b) the extent of coverage they provided for each belief in their courses. Desired beliefs were also compared with measures of educational beliefs from 896 entry-level teacher candidates. Major findings include: Although faculty members said most beliefs should be shaped in a particular direction, they often disagreed on the desired direction. Faculty members were more likely to reinforce prevailing beliefs they judged as appropriate than to challenge inappropriate beliefs or to encourage students to develop their own informed positions regarding open-ended educational issues.     

University faculty members’ and students perceptions of university academic systems

There are no provisions for routine evaluations or rankings of the universities in the Federal Republic of Germany. Consequently, it has become a matter of magazines to carry out inquiries into the opinions of students and faculty members in order to assess the quality of education at German universities. One of the first studies of this type was carried out by one of Germany's most respected magazines, Der Spiegel. The results of this study, particularly the questionnaires and validity of the given response categories, were subject to vehement criticism. In this context the exploratory study described in this chapter was conceived. Students and faculty were asked to give their personal and individual views about the academic system at their given universities. In order to guarantee the subjectivity of each individual's frame of reference, the responses of students and faculty were recorded, analyzed, and compared by means of computer-assisted content analysis. The results will be used to validate quantitative instruments of inquiry and to formulate proposals for their improvement.     

Strategic assets or second-class citizens? Teaching-focused faculty in business schools

Business schools have significantly increased the percentage of teaching-focused faculty (defined here as full-time faculty with doctorates not on the tenure track) over the last decades. However, many schools have not adequately updated their policies to support these faculty, leading some teaching-focused faculty to feel like second-class citizens. In this article, we provide a literature review of teaching-focused faculty hiring trends, challenges faced by teaching-focused faculty and the institutions that hire them, and proposed improvements to these challenges. Next, we draw from these best practices provided in the literature, as well as from first-person interviews, to share how business schools address these challenges. Specifically, we use interviews from decision makers (current and former deans) to examine how schools approach hiring and supporting teaching-focused faculty. Our study shows improved institutional support and acceptance of teaching-focused faculty over the past two decades, but with room for continued improvement. We conclude by arguing that TF faculty should be treated as strategic assets within schools in order to support collegiality, acceptance, and professional respect, while also enhancing students’ learning opportunities. In doing so, we hope to start a discussion of best practices that can better equip schools to provide institutional support to teaching-focused faculty.     

What drives students to complete online courses? What drives faculty to teach online? Validating a measure of motivation orientation in university students and faculty

Although online student enrollment has shown double digit growth for almost a decade and academic leaders recognize that online education is necessary for enrollment growth, little is known about what motivates students to enroll in or faculty to teach face-to-face (F2F) versus online courses. The psychometric properties of a motivation scale were examined with students (n = 235) and faculty (n = 104) at a large, public, urban university in the southeastern USA. Analyses revealed that the scale was reliable as intrinsic and extrinsic motivation for online and F2F courses were similarly constructed for students and faculty; additionally, results revealed that motivations for online and F2F education are distinct concepts. Findings also demonstrated that online extrinsic motivation predicted the number of online courses students completed, while F2F intrinsic motivation negatively predicted the number of online courses a faculty member had taught. These results address several limitations with existing motivation measures and enhance the ability to predict student and faculty outcomes in online education.     

Diversifying the faculty across gender lines: Do trustees and administrators matter?

Our paper focuses on the role that the gender composition of the leaders of American colleges and universities - trustees, presidents, and provosts - play in influencing the rate at which academic institutions diversify their faculty across gender lines. Our analyses make use of institutional level panel data that we have collected for a large sample of American academic institutions.     

How has Mexican faculty been trained? A national perspective and a case study

This article depicts how faculty members at Mexican higher education institutions have been prepared in order to assume their professional responsibilities. It relies on three elements: First, a secondary analysis of a national faculty survey composed of 3,861 faculty members from 65 institutions; second, 34 interviews conducted in eight higher education institutions; third, a primary analysis of an institution faculty survey in a public autonomous university. Results are presented regarding the following issues: first, the central traits of anticipatory or formative in-site faculty socialization; second, the changes in the highest degree faculty obtained at entry into academic life as compared to the obtained degree at the time of the survey; third, the formative time patterns during faculty’s higher education training, fourth, the conditions of study under which faculty members obtained their graduate degrees; and fifth, the academic inbreeding phenomenon.     

Burnout among university faculty: the central role of work–family conflict

This study examined both direct and indirect associations of faculty burnout with psychosocial work environments, using the job resources-demands framework. A sample of 2,229 faculty members (57.1% male) throughout public universities in the Czech Republic completed a questionnaire comprising measures of burnout and psychosocial work environment characteristics from the Copenhagen Psychosocial Questionnaire II. We formulated a structural model that hypothesised a positive effect of job demands (quantitative demands, work-family conflict (WFC), job insecurity) and a negative effect of job resources (influence, social community, role clarity) on burnout. Results showed that the strongest predictor of burnout was WFC, which had a direct positive effect on burnout and mediated the positive effect of quantitative demands on burnout. Further, a small direct negative effect of age and an indirect positive effect of involvement in research grants and administrative paperwork on burnout were observed. The findings indicate that university management can most effectively address burnout in academic staff not only by implementing policies that reduce WFC, workload and administrative paperwork, but also by providing more job resources to younger faculty and faculty involved in grant-based projects.     

Departmental networks—An empirical analysis of career patterns among junior faculty in Germany

By using recruitment data from 60 German departments of business administration, networks are constructed in which the nodes are departments, and two departments are connected if they have either sent or received a scientist from one another. Different concepts of social network analysis are applied to answer a series of questions, such as the number of scientists the business departments produce, to whom they send and from whom they receive their scientists, and which role academic networks play in the career of young scientists in business administration. Regression analysis revealed that network centrality is a robust predictor of departmental reputation. The social network approach can be used to assess reputational differences among business departments, thereby providing an alternative to existing opinion surveys and research rankings.

What kind of faculty are motivated to perform research by the desire for promotion?

A policy of adding a new rank to the faculty career ladder was implemented in Taiwan in 1994. It was believed that structural changes of the incentive system would change faculty research behavior. This paper explores the question: Who are motivated to perform research by the desire for promotion? A mail survey investigating Taiwanese faculty members was conducted. The results show that the answer varies by different performance measures. Those who publish for the promotion reward tend also to be motivated by other external and internal rewards. Among all rewards, the most important to many faculty is an increase in personal income. Holding one's valence score on promotion constant, faculty with better research performance tends to be those who possess doctoral degrees. The results show that faculty in public institutions perform better than their private-institution counterparts, regardless of promotion valence. Finally, alternative policies to improve faculty research performance are recommended.     

What are their thoughts about inclusion? Beliefs of faculty members about inclusive education

Higher Education - Higher education institutions are required to promote inclusion. In this context, faculty members play an important role, which can be limited by their beliefs and prejudices....     

Self-concept of students in higher education: are there differences by faculty and gender?

Many studies examine student self-concept during compulsory schooling but few have explored the self-concept of students in higher educational settings. The current study examined self-concept by faculty and gender among higher education students in New Zealand. Participants were 929 undergraduate students from a large New Zealand university. The results showed some differences in verbal and maths self-concept by faculty. Generally, students in faculties teaching subjects more reliant on maths skills had higher maths self-concept than those in faculties where facility in verbal skills was important. The opposite results were found for verbal self-concept. No overall gender differences were found for general, academic, verbal and maths self-concept although a statistically significant difference was found for problem-solving self-concept. This finding suggests students’ choice of faculty may be based on perceptions of their skills and capabilities in the various fields, irrespective of gender.     

Who really selected you? Insights into faculty selection processes in top-ranked higher education graduate programmes

Over the past decade, the number of advertised tenure-track faculty positions in higher education institutions in the United States and abroad has steadily declined while the competition for these positions has become fierce. This situation has caused some scholars to seek perspectives into the factors that influence the tenure-track faculty selection process. This study investigates the elements that impact higher education graduate programme faculty searches. A total of 39 programme coordinators, department heads and deans who had previously participated in higher education programme searches were surveyed to explore their experiences and perceptions regarding the selection process. The findings indicate that the search committee’s faculty votes within the higher education hiring programme are more influential in selection decisions than the votes of either a programme chair or dean. Additionally, participants identified a candidate’s academic accomplishments, interview performance and presentation skills as the determining characteristics influencing their selection. These findings provide useful information to tenure-track job seekers who seek faculty positions at higher education graduate programmes in the United States and around the world.     

Assessing the quality of American doctoral program faculty in criminology and criminal justice, 1991–1995

This article assesses the quality of 299 faculty in 20 American doctoral programs in criminology and criminal justice by counting the number of citations of their work in six major American criminology and criminal justice journals published between 1991 and 1995. The University of Maryland, the University of Cincinnati, Rutgers University, and SUNY-Albany were the institutions with most citations. The individual faculty members most often cited were Francis T. Cullen (University of Cincinnati), Raymond Paternoster, Lawrence W. Sherman and Douglas A. Smith (all University of Maryland). The majority of the most-cited scholars in these six journals, however, were not members of criminology or criminal justice departments.     

Leading a system-wide pedagogical change: how a faculty of education invests in developing communication proficiencies?

The article presents a system-wide change initiated in the faculty of education at a major teachers’ college aimed at developing students’ reading, and written and oral communication proficiencies, while focusing on clarity and coherence, and the use of rich, correct and precise language for purposes of studying, teaching and research. The ‘philosophy’ section introduces the theoretical basis of the process, defines the essence and the nature of the academic change and explains its context and timing. The ‘process’ section reports on the survey, which addresses students’ perspectives on the subject of academic writing, describes how the agenda was implemented and how the commitment among the faculty members was developed. The ‘outcome’ section presents the characteristics of the agenda as were designed by the steering committee and the analysis of the discourse that took place during the faculty seminar sessions. The advantages of a participatory action research approach when implementing a broad academic-pedagogical change are discussed.     

General experiences + race + racism = Work lives of Black faculty in postsecondary science education

Existent research indicates that postsecondary Black faculty members, who are sorely underrepresented in the academy especially in STEM fields, assume essential roles; chief among these roles is diversifying higher education. Their recruitment and retention become more challenging in light of research findings on work life for postsecondary faculty. Research has shown that postsecondary faculty members in general have become increasingly stressed and job satisfaction has declined with dissatisfaction with endeavors and work overload cited as major stressors. In addition to the stresses managed by higher education faculty at large, Black faculty must navigate diversity-related challenges. Illuminating and understanding their experiences can be instrumental in lessening stress and job dissatisfaction, outcomes that facilitate recruitment and retention. This study featured the experiences and perceptions of Black faculty in science education. This study, framed by critical race theory, examines two questions: What characterizes the work life of some Black faculty members who teach, research, and serve in science education? How are race and racism present in the experiences of these postsecondary Black faculty members? A phenomenological approach to the study situates the experiences of the Black participants as valid phenomena worthy of investigation, illuminates their experiences, and seeks to retain the authenticity of their voices.     

What if we could imagine the ideal faculty? Proposals for improvement by university students with disabilities

This article presents the partial results of a broader research project entitled, “University Barriers and Aids Identified by Students with Disabilities”, which is currently underway at a Spanish University. The general aim is to analyze the role of faculty in inclusive education of students with disabilities, and more specifically, proposals for improvement made by these students. A biographic-narrative methodology was used to collect data. The study concludes that faculty must show a positive attitude toward disability, promote inclusive practices using alternative methodologies, make curriculum adaptations, use new technologies and be trained in attending the needs derived from disabilities.