基于创新人才培养的大学管理革命与管理队伍建设

中国传统的大学管理体制存在着等级化、行政化、官僚化等弊端。大学管理创新的目的是为了培养创新型人才,创新型人才产生于创新性管理之中。深化大学管理改革要将重点放在管理体制的转型上,即建立服务型管理体制。管理部门为师生员工提供基本的公共产品和公共服务,在服务中实施管理,在管理中体现服务。服务型管理体制将从战略思维、以人为本、现代素质、民主作风等四个方面对大学管理人员提出新的要求。     

Faculty accountability and faculty workload: A preliminary cost analysis of their relationship as revealed by PhD productivity

General concerns for faculty accountability are examined in the context of faculty workload and costs. Graduating a PhD student is used as the unit for analysis. The unit is compared to instructional productivity. The data came from a 10-year interval at a major graduate university. Six liberal arts departments with a 225-member faculty provide the PhD output and workload information. Work equivalents are determined from institutional and faculty self-reports. Graduating a PhD is found to be equivalent to one-third of a full workload. Implications are given for comparisons between programs within a university and between types of institutions in the larger system of higher education. Concerns also emerge for improved personnel practices with respect to faculty work assignments.     

谈流视频在大学教师培训中的应用

大学教师工作繁忙，因此教学技术人员总是面临这样的难题：怎样在大学教师繁忙的日程中安排培训项目。本文介绍了一种利用流视频和同步幻灯片来进行教学策略和技术方面培训的新途径，这种受到教师欢迎的培训策略是让教师通过实时观看或点播存档的流视频．与同事共享各自的技术经验和教学策略。     

Analysis of faculty appointment,promotion, and retirement policies

A mathematical model of faculty flow was used to predict the effects of new operating policies on the age and rank composition of a large group of university faculty. Specific policies analyzed with this model include changing promotion rates for nontenure faculty, extending service times in nontenure, and implementing an early retirement program for tenure faculty.     

Workplace Faculty Friendships and Work-Family Culture

Although various work-family policies are available to faculty members, many underuse these policies due to concerns about negative career consequences. Therefore, we believe it is important to develop an academic work culture that is more supportive of work-family needs. Using network data gathered from faculty members at a Midwestern university, this study investigated the relationship between friendship connections with colleagues and perceived work-family supportiveness in the department. It also explored the role of parental status in the relationship for men and women. Results show that faculty with larger friendship networks have more positive perceptions of work-family culture compared to faculty with smaller friendship networks, for all faculty except women without children.     

开放大学建设背景下的金融学人才培养模式改革

人才培养模式改革是电大在向开放大学战略转型建设中的重要任务,本文试图通过对电大金融学科人才培养模式改革的驱动力分析,借鉴国内外先进的教育教学改革成果,结合自身工作经验,从培养目标的调整、课程体系的更新、教学模式的创新、考核模式的改革、师资队伍的优化和沟通机制的构建这六个方面探索开放大学建设背景下金融学专业人才培养的新模式。     

论公立高校与教育职员的关系

高校行政人员实行职员制是高校人事分类管理的需要,旨在促进高校内部管理的专业化。国外公立高校与管理人员之间的关系的共同特点是:受公法调整,且大多纳入了司法审查的范围。我国公立高校与职员之间的关系属于内部行政关系,但当职员身份丧失时,这种内部行政关系就转化为外部行政关系,应纳入司法审查的范围。职员与教师之间的关系,实质上是职员所代表的公立高校与教师之间的关系。     

How the administration grows: A longitudinal study of growth in administration at four universities

Despite numerous speculations regarding the rampant growth of administrative sectors in higher education little concrete research has been generated. The current study takes an objective look at the increase in numbers of administrative personnel at four regional universities in Kentucky during an 11-year period. A tally of the numbers of titles included in university personnel rosters during that time indicates that the growth in numbers of administrators and administrative staff exceeded that of most other indicators of university growth such as numbers of faculty, numbers of students, and numbers of graduates. Suggestions are offered for the causes of the marked growth in administrative sectors. The methodology used in this study could be replicated in other types of institutions.     

Challenges to the Work Life of Academics: The Experience of a Renowned University in the Chinese Mainland

Under the major educational reform movement in the Chinese Mainland, which began in 1985, higher education was considered the most important apparatus for national development. The Ministry of Education initiated 'Project 985' to develop two top national universities into world-class universities. As part of this project to raise educational quality and academic standing, the Ministry of Education carried out a reform of the university personnel system. The reform aimed to launch a new system of employment practices based on performance and contract, with an emphasis on competition and rewards. This research focuses on the severe constraints academics at a sample university in China faced at the state, university and faculty level. First, at the state level, the state directly set the direction of academic research. Second, at the university level, the new employment reform was imposed using a top-down model. Most academics conformed to it but some employed a 'double bookkeeping' strategy. 'Administrative domination' also reflected a centralised approach at the university. Third, at the faculty level, a few academic-administrators held most of the decision making power. Academics urged the university to offer a more supportive environment for conducting genuine scholarship.     

Results of two national surveys of leadership personnel needs in deaf education

Seventy university teacher preparation programs and 100 instructional programs serving at least 120 deaf and hard of hearing students were surveyed separately to (a) determine the demand for additional doctoral-level leadership personnel in deaf education, (b) obtain guidance for university leadership preparation programs in deaf education for the purpose of recruiting leadership personnel, and (c) identify experiences that would be relevant to the positions for which prospective leadership personnel are preparing. Data representing 54% of teacher preparation programs and 65% of instructional programs serving deaf and hard of hearing students in the United States evince the need for additional doctoral-level personnel for faculty positions in university teacher preparation programs in deaf education, as well as the need for leadership positions in instructional programs serving deaf and hard of hearing children. Data also provide direction for leadership preparation programs in addressing the leadership personnel needs of the field.     

Changes in intellectual property statutes and policies at a public university: Revising the terms of professional labor

In this paper, we look at the way the state has helped shape the climate for the commercialization of science in a public university, and at how this has shaped the terms of professional labor for faculty. We examine patent policies of a public research university and of its Board of Regents, and the relevant state statutes from 1969–1989. Policies and statutes moved from an ideology that defined the public interest as best served by shielding public entities from involvement in the market, to one that saw the public interest as best served by public organizations' involvement in commercial activities. Claims to the ownership and rewards of intellectual property shifted dramatically in that time, from faculty owning their products and time to complete ownership by the institution. The contract between the university and faculty became increasingly formalized and specified. We believe that such developments augur significant changes in professional labor and in the relationship between the state and higher education. Such changes can best be understood from a post-structuralist perspective that moves beyond the structural dichotomies of public and private, state and higher education administrator and professional, and points to new forms of organization and of professional stratification and interest formation.Despite the changes in intellectual property policies at our university, one of the ongoing terms of our joint professional labor is that we share equally in the research and writing of our work products, which lack commercial relevance but not, perhaps, some value.     

The expansion of English-medium instruction in the Nordic countries: Can top-down university language policies encourage bottom-up disciplinary literacy goals?

Recently, in the wake of the Bologna Declaration and similar international initiatives, there has been a rapid increase in the number of university courses and programmes taught through the medium of English. Surveys have consistently shown the Nordic countries to be at the forefront of this trend towards English-medium instruction (EMI). In this paper, we discuss the introduction of EMI in four Nordic countries (Denmark, Finland, Norway and Sweden). We present the educational setting and the EMI debate in each of these countries and summarize relevant research findings. We then make some tentative suggestions for the introduction of EMI in higher education in other countries. In particular, we are interested in university language policies and their relevance for the day-to-day work of faculty. We problematize one-size-fits-all university language policies, suggesting that in order for policies to be seen as relevant they need to be flexible enough to take into account disciplinary differences. In this respect, we make some specific suggestions about the content of university language policies and EMI course syllabuses. Here we recommend that university language policies should encourage the discussion of disciplinary literacy goals and require course syllabuses to detail disciplinary-specific language-learning outcomes.     

An Approach to Annual Assessment and Evaluation of University Faculty

An approach used to determine some university faculty annual raises is described. Faculty assessment information is covered first. Tabular summaries made from this information are also described. Then the annual evaluation procedure carried out by a faculty review team and the department head are described. The method used to determine faculty raise allocations is presented. Difficulties and limitations of the approach are mentioned throughout.     

浅析高校引进人才住房安置对策的思考

本文结合高校教师住房特点和实际情况,依照国家住房制度改革文件精神,针对高校引进人才货币化补偿及住房问题进行了分析和探讨,提出以“货币补贴加实物安置”的“双重体制”模式来解决引进人才的住房问题。本文列举了浙江大学等高校进行住房分配货币化实例,通过实践较好地解决了上述问题,进而推进了高校住房改革,对高校稳定教师队伍、吸引人才,推动高校各项教育事业的发展起到了积极作用。     

解读大学人事管理的以人为本原则

大学人事管理的对象是教学科研的主体——教师。大学教师职业的独特属性要求在大学人事管理中对以人为本原则给予充分解读。本分析了大学教师职业独特的内在属性和作用于大学教师队伍的几对主要矛盾。阐述了以人为本原则对大学人事管理的启示。     

Back to the Faculty: Transition from University Department Leadership

This study examined the perceptions and concerns of current academic department chairs as they consider the transition to full responsibilities as a faculty member after the completion of a term in this leadership role. Currently, little research has focused on the dynamics of this transition process. Findings indicated that most department chairs planned to return to faculty positions and that a primary concern was reconstructing research agendas with minimal support. The discussion proposes ways in which institutions can support the return of former chairs to a faculty position that demands and rewards achievement in teaching, research, and service. These findings have implications for influencing policies and procedures relative to securing and continuing quality leadership and faculty productivity at the departmental level.     

试论高校管理中的教师心理健康问题

高校教师的心理健康受内部和外部多方面因素的影响。随着高等教育规模的不断扩大、高校人事制度改革的不断推进以及科研教学任务的不断加重，高校教师承受的压力越来越大，其心理健康问题也变得越来越突出。因此，高校的管理者应认真研究高校教师的心理健康状况，努力为教师创造良好的环境，使他们能够以健康的身心投入教育和科研工作，从而促进高等教育事业的不断发展。     

Integration of Sustainability in Higher Education: A Study with International Perspectives

This study examined the impact of a procedure implemented and used at one Swedish university to promote integration of the concept of sustainability into courses. The study is based on a literature study and a case study at the University of Gävle in Sweden, where faculty members are asked to classify their courses and research funding applications regarding the contributions thereof to sustainable development. The results of the study indicated that this procedure can indeed stimulate faculty members to integrate sustainable development in their courses. It is clear that the reported changes in courses were also influenced by other factors such as the increased general awareness of environmental issues.     

ACADEMIC DISHONESTY: A Zero Tolerance Professor and Student Registration Choices

College and university faculty and administrators are responsible for constructing academic honesty policies and communicating them to students. This is often attempted through institutional honesty policies and university-wide honor codes. While these approaches have been widely researched, less attention has been given to the role of individual faculty members. That role is examined in this study by addressing student reactions to professors based on their academic honesty policies. In addition to demographic information, data were gathered about student attitudes and beliefs concerning academic dishonesty and their decision to enroll in or avoid a course being taught by a professor with zero tolerance for academic dishonesty. The findings regarding different instructors’ approaches toward academic dishonesty indicate that an intolerant policy will keep dishonest students away, but at a price—it will also detract many honest students.     

Promotion criteria,faculty experiences and perceptions: A qualitative study at a key university in China

The purposes of this micro-level, detailed qualitative study of a university faculty in a large city in China are threefold: to identify the sources of institutional promotion criteria, to illustrate the experiences of frontline faculty members with these criteria and their perceptions of them, and to discuss the possible bearings of the findings on the modification and reform of the existing system for faculty evaluation and promotion in China. The data and analyses suggest that promotion criteria at the institutional level are largely influenced and determined by the policies that are developed by regimes at the national level. My research further suggests that faculty members are highly reflexive and pragmatic with respect to external definitions of scholarship. Future efforts in faculty evaluation and promotion might need to move the locus of the teaching criteria for promotion to the departmental and workgroup levels and broaden the research criteria to include faculty “knowledge application.” Research work may need to be reviewed for content rather than evaluated in terms of language or quantity.