Influential structures: understanding the role of the head of department in relation to women academics’ research careers

This study was conducted at a small ‘research-led’ institution in South Africa. The data indicate that women produce less research than men and have low levels of professional self-esteem. Factors such as accrual of social capital, family responsibilities and self-esteem are constraints experienced by women academics in pursuing research careers. Mentoring was found to facilitate research career development and improve levels of self-esteem. Improved self-esteem enables women to promote themselves within their institutions and in the research arena. The role of the head of department with mentoring as a key function emerged as an influential structure for the career advancement of women academics. However, these leadership positions are significantly dominated by men and this appears to affect the amount and nature of mentoring women academics receive.     

Mentoring: A Convenience or Convergence?

The 27th Delphine Hanna Lecture presented at the 2018 NAKHE Annual Conference.     

Building a support system toward tenure: challenges and needs of tenure‐track faculty in colleges of education

This article describes the experiences, perceptions, and available support systems of untenured faculty from a south eastern United States public university system in their progress toward tenure. Survey results were used to develop a model support system for new faculty. Data were collected from an online survey sent to 191 tenure‐track faculty in colleges of education, yielding a 50% (n = 96) response rate. The following research questions guided this research: (a) What are the expectations for teaching, research and service in the colleges of education surveyed? (b) In what ways are untenured faculty supported and/or mentored? (c) What kind of support system(s) need(s) to be in place to assist new faculty in balancing teaching, research, and service expectations? In this mixed‐methods study, respondents were asked about their workload, expectations for tenure, and formal and informal support they received on the tenure track. Untenured faculty reported stressful and unbalanced lifestyles, and work expectations exceeded assigned workloads for several institutions. A new faculty comprehensive support system model is suggested.     

Mentoring circles in higher education

Traditionally, mentoring in higher education institutions has either occurred informally or as a planned program where junior staff members are matched with experienced staff members in a formal one‐to‐one program. While such programs have reported benefits to participants, many miss out on the opportunity. Further, mentoring dyads do little to enhance a more collaborative atmosphere in higher education settings. Alternative mentoring methods do exist and can provide advantages to the traditional approach. Mentoring circles are an innovative example of these alternative methods. The mentoring activity and subsequent evaluation described in this paper sought to explore the perceived benefits of a group mentoring model for academic staff.     

菲律宾女子高等教育

从介绍菲律宾女子高等教育发展历史脉络的角度,参照有关数据,归纳出菲律宾女子大学的就学途径、学科和层次分布特点。从社会文化传统、经济发展和教育层次三个角度对菲律宾女子高等教育的影响因素进行探析,从中提出对我国女子高等教育的启示。     

党的历代领导核心对高职教育的贡献

目前,我国高等职业教育事业得到迅速发展,己成为我国高等教育的“半壁江山”。这是我们党历代领导核心在半个多世纪的实践中不断探索的结果。本文侧重学习和思考毛泽东、邓小平、江泽民、胡锦涛关于高等职业教育的论述,以激励我们切实搞好高等职业教育工作。     

高等教育大众化背景下学生干部培养的模式探讨

摘要：学生干部是大学活动和学生管理的主要参与者与组织者,是德育教育及班级、校园建设的主力军。学生干部能减轻辅导员、班主任工作的负担和压力,既是辅导员、班主任的好助手,又是学生中的领头军。努力培养一批高素质、高水平、高层次、高能力的高校学生干部队伍,是高校学生管理工作的首要目标,也是确保向国家源源不断输送高等学历人才的必要条件。     

高等院校学生干部激励机制探析

高校学生思想教育者应掌握现代的各种激励理论,在实际工作中因人而异地合理利用各种激励手段,以利于提高学生管理工作的整体水平。本文主要从激励机制在高校学生干部应用中的心理分析及激励方法进行了阐述,希望能促进高校学生干部建设工作,提高学生干部的工作积极性。     

中国少数民族女子高等教育的民族与地域差异

少数民族女子是中华民族大家庭中的重要成员,其接受高等教育的状况至今鲜有人研究,文章以汉族女子、全国女性及少数民族男子作为参照物,以教育机会均等为突破口,揭示少数民族女子接受高等教育的民族与地域差异,并进行原因探析和对策研究。     

Gaining legitimacy: mentoring as an avenue to navigate the transition into a new academic workplace / Conseguir legitimidad: las mentorías como medio para gestionar la transición a un puesto académico distinto

This paper discusses the learning and development experiences of academics who make transitions between higher education institutions involving multiple communities. In these communities, they may act on the periphery as both newcomers and academics with established credentials that may have a significant impact on their participation. In acknowledging this, this paper uses Lave and Wenger’s concept of Community of Practice to better understand how these academics gain their legitimacy, and whether mentoring has a specific role to play in their development into full members of communities. Based on the analysis of the themes generated from 12 in-depth semi-structured interviews with academics who have experienced transitions between higher education institutions, this paper suggests that restricted access to a mentoring programme may lead these academics to question their status benefits and their development into full participants of communities. Referring to the examples of mentoring programmes used in other universities, this paper shows that among experienced academics, mentoring can contribute to their development and provide a range of psychosocial benefits from the increased level of support.