Faculty behavior in low-paradigm versus high-paradigm disciplines: A case study

The notion of academic disciplines being characterized as high- or low-paradigm technologies was developed by Lodahl and Gordon from Kuhn's concept of a paradigm. Using this concept, the voting pattern of high-paradigm faculty (chemistry, physics, mathematics, and engineering) was compared to low-paradigm faculty (sociology, political science, history, and education) concerning a controversial campus issue to liberalize curriculum choices for students. It was found that high-paradigm faculty were not willing to grant students more latitude to select courses for degree requirements, while low-paradigm faculty members were in favor of giving students more latitude to select academic courses for degree requirements. The unique aspect of this study is that faculty behavior, as described in an actual case study, corresponds to theoretical positions supported by questionnaire data.     

Teaching philosophies reconsidered:A conceptual model for the development and evaluation of teaching philosophy statements

Increasingly, the requirements of applicants to academic faculty positions, promotion and tenure procedures, nominations for teaching awards, or other application processes for innovative teaching grants worldwide include a teaching portfolio or dossier or a statement of teaching philosophy. Current literature provides a spectrum of approaches to constructing a teaching philosophy statement. While these resources provide practical utility, this literature generally lacks conceptual models that provide clear operational definitions and comprehensive frameworks for the process of generating or evaluating a teaching philosophy statement. However, this literature does illustrate the complexity of the task. Each teaching philosophy statement reflects not only personal beliefs about teaching and learning, but also disciplinary cultures, institutional structures and cultures, and stakeholder expectations as well. This synergy among self, discipline, and institutional context guided the development of a conceptual model for constructing a teaching philosophy statement. Based on the authors' survey of the literature, a conceptual model was developed, and then refined in a series of three workshops that included input from graduate students, academic faculty, faculty developers, and academic managers (administrators). The resulting conceptual framework includes the six dimensions commonly found in a survey of faculty teaching philosophies: the purpose of teaching and learning; the role of the teacher; the role of the student; the methods used; evaluation and assessment of teaching and learning; and also includes two framing devices - a metaphor or a critical incident and a device for acknowledging the impact that contextual factors have on teacher decision making. This paper describes the development of this conceptual model, and provides an evaluation rubric that can be applied to assess teaching philosophy statements generated using the proposed framework.     

Experiences of mentorship with academic staff doctoral candidates at a south african university

Given the growing emphasis on academic research output and the challenges encountered in expediting completion of doctoral studies especially, mentorship is increasingly being utilised as a capacity development strategy for supporting scholars to complete post-graduate studies. This article reports on a mentorship project aimed at academic staff enrolled for doctoral studies in a health sciences faculty at a South African university, based on reflections drawn from annual feedback from the mentees and the annual report of the mentor, as well as a focus group conducted with mentees by an independent researcher. Participants found the mentorship, with its combination of individual and group meetings, as well as regular residential writing retreats, to be extremely helpful. A number of key features that enable the mentorship process emerged, and issues relating to supervision and mentorship were highlighted, especially regarding power dynamics.     

Occupational Well-being Among University Faculty: A Job Demands-Resources Model

The effects of changing academic environments on faculty well-being have attracted considerable research attention. However, few studies have examined the multifaceted relationships between the academic work environment and the multiple dimensions of faculty well-being using a comprehensive theoretical framework. To address this gap, this study implemented the Job Demands-Resources (JDR) model to investigate how job demands/resources in the academic environment interact with multiple dimensions of faculty well-being. The study participants were 1389 full-time faculty members employed in public universities in the Czech Republic. The participants completed a questionnaire assessing perceived job resources (influence over work, support from supervisor and colleagues), job demands (quantitative demands, work-family conflicts and job insecurity) and three dimensions of faculty well-being (job satisfaction, stress and work engagement). A structural equation model was used to test the effects of “dual processes” hypothesized by the JDR theory, i.e., the existence of two relatively independent paths between job demands/resources and positive/negative aspects of faculty well-being. The model showed a very good fit to our data and explained 60% of the variance in faculty job satisfaction, 46%, in stress and 20% in work engagement. The results provide evidence for the dual processes, including the “motivational process” (i.e., job resources were related predominantly to work engagement and job satisfaction) and the “health impairment process” (i.e., job demands were predominantly associated with stress, mostly through work-family conflict). The study expands current research on faculty well-being by demonstrating the complex, non-linear relationships between academic work environments and different dimensions of faculty well-being.     

Mentoring the Next Generation of Higher Education Professionals

ABSTRACT

The loss of significant faculty members comes at a time when public and community expectations for institutions of higher learning have expanded. Public skepticism and the demands for accountability have resulted in greater attention being given to learning outcomes, subject matter, knowledge, proficiency, and capability. This article adds to our understanding of how graduate school operates as a socialization process for individuals who seek an academic career in higher education. Moreover, this article will focus specifically on the challenge of preparing and socializing doctoral students of color to the academy. New expectations require that substantive changes take place in the socialization process of graduate doctoral students in kinesiology if new faculty are to experience an academic environment that is rewarding.     

Collegiality as a Factor in Tenure Decisions

The successful governance of the academic business of the university depends on cooperation. While disagreements play a vital role in any decision-making process, university faculty and administrators may seek to use the tenure process to deny tenure to nontenured faculty whose contributions have been divisive and disruptive. To date, no court has found that the use of collegiality in making tenure decisions is inappropriate. However, judicial conflicts arise as to whether collegiality has been invoked in a manner that is discriminatory or violative of free speech. Because collegiality is concerned with conduct rather than such academic matters as publication records or numbers of courses taught, it is likely to be a suspect factor to faculty members who have been denied tenure.     

An Evaluation of Factors Regarding Students’ Assessment of Faculty in a Business School*

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.     

Making the Transition to a Food Science Curriculum Based on Assessment of Learning Outcomes

ABSTRACT: Despite the well-documented advantages of switching to instruction based on assessment of learning outcomes, many academic disciplines, including food science, are still based on the traditional mode of instruction. The problems of converting from traditional to assessment-driven instruction are numerous and change in the university setting is slow. However, certain guidelines can be followed to start the process for change and evaluate the effects on student learning. A partnership between the industry being served and academic instructors is needed to ensure that assessment-based instruction is focused on the proper principles. Methods of assessment of learning outcomes need to be carefully chosen and developed to bring industry standards and student learning together. This can be done only if both direct and indirect assessments at the program level provide faculty with means to answer their most pressing questions about what students know and are able to do as a result of Food Science education.     

Responding to the Challenges Posed by Summative Teacher Candidate Evaluation: A collaborative self-study of practicum supervision by faculty

In our pre-service department, university practicum supervisors are faculty members who offer academic, social, and personal support to teacher candidates during their year-long program. Their role is described as one designed primarily to provide formative assessment and feedback to improve classroom practice and reflection on practice. This collaborative self-study describes how two new faculty members responded to the challenges posed by the teacher candidate evaluation process. Methods used included formal tape-recorded discussions during meetings of the self-study group of newly hired faculty, email correspondence, field notes, feedback from public forums about our work, and teacher candidate insights concerning the practicum evaluation process conducted by faculty. New strategies were developed to address the tensions associated with using summative evaluations in a formative framework and to improve practice during faculty practicum supervision.     

Motivating Individuals: Growing research from a “fragile base”

Faculty around the world are experiencing changes in their academic work. While “traditional” universities are responding to demands for greater accountability and increased and timely outputs from research, faculty within new higher education institutions (HEIs) are undergoing a paradigm shift within three concentric circles of change. Not only do they have to alter their own academic practice, but their HEI is also undergoing a revolution at a time when higher education is itself being transformed. The article documents these changes, challenging the assumption that there is a homogeneous or “single academic profession” with a common experience of academic change, and suggests a more complex picture for faculty in new HEIs. There are three sections: (1) overview of the literature on academic work, (2) how faculty in new HEIs are learning to play the research game, and (3) strategies and policies being introduced to encourage and facilitate research.     

‘The accommodation I make is turning a blind eye’: faculty support for student mothers in higher education

The levels of support which faculty provide to students have been linked to a number of positive effects on students such as lower rates of attrition, greater satisfaction with college life, enhanced self-concept, improved academic performance and more likelihood of remaining enrolled in college through stressful life periods. There are surely fewer periods of life that are busier than new motherhood. This paper presents research carried out at a higher education institution in the United Arab Emirates. We look at the ways in which faculty interact with new student mothers and employ interviews to explore ways in which faculty acknowledge and offer academic and pastoral support to the new mothers. Their perceptions of students’ coping strategies when they combine motherhood and college studies are reported, and the ways in which faculty navigate college policy which relates to the student mothers. Faculty saw themselves as being extremely supportive and flexible towards new mothers. Whilst undergraduate student motherhood was uncommon in their home countries, it was generally felt that the increased organization, efficiency, time management and resilience witnessed in student mothers were assets to the college community. This study also has wider applicability to faculty support of non-traditional students in other settings.     

Organizational response to decline in the academic marketplace

In the last twenty-five years institutions of higher education and the academic market-place have undergone considerable change. A period of rapid growth and expansion was followed by a period of shrinking resources and decreasing growth. The effects of organizational decline on personnel management and on the formal structure of the academic hierarchy are examined in Israeli universities. The data show that in the non-growth period standards for faculty selection and advancement have not been formally altered, although actual practices have resulted in prolonged time periods between promotions and until tenure is obtained. The most salient change that has taken place is a continuous process of proliferation of the academic hierarchy by addition of new tracks and ranks to the main regular faculty track, and the increasing use of these positions particularly for new hires. This is consistent with other studies which found that organizational complexity may increase under conditions of decline. The effectiveness and functions of this process as an adaptive response to environmental scarcity are discussed.     

The effects of faculty behaviors on the academic achievement of first-year Cambodian urban university students

Research on the faculty impact on students’ academic achievement has been disproportionately confined to the context of countries with developed higher education systems. Few studies have been undertaken in the developing world like Cambodia. This study employed hierarchical linear modeling to examine the relationships between faculty behaviors and the academic achievement of university students in Cambodia, using the data of 923 first-year students from nine universities in Phnom Penh City. Results indicated that faculty behavior, namely their support and feedback to students, was a unique factor that had a strong and positive influence on students’ academic achievement. Its effect was the same for all students regardless of their pre-university academic experience and geographical origin and partially moderated by student engagement in time spent on course-related tasks outside the classroom, assigned homework/tasks, class participation, and class preparation. Contrary to existing findings from faculty impact studies, no relation was found for faculty’s instructional organization and clarity or classroom practices that challenge students on academic achievement. Practical implications for assessment policies and instructional practices are discussed.     

Faculty Employment Trends in Criminology and Criminal Justice

The academic job search process is perhaps one of the most important and stressful events for scholars hoping to gain full‐time employment in academia. The stress that this process induces is due, at least in part, to the fact that candidates are forced to make important, life‐changing decisions with very little information. The goal of the present study is to provide an update on faculty employment trends in criminology and criminal justice by examining faculty position announcements posted in The Chronicle of Higher Education (CHE) from August 2004 to July 2009. Findings reveal that candidates seeking assistant professor positions will have the most choice, as positions posted at this rank make up the largest category of advertisements. Furthermore, when a specialization was included in the announcement, most departments sought those with a law enforcement focus, followed by generalists.     

Formative Peer Review of Teaching: Attitudes of Faculty at Liberal Arts Colleges Toward Colleague Assessment

Nearly all students of faculty evaluation agree that peer review should be part of a comprehensive program of faculty assessment. Faculty are particularly well qualified to critique their colleagues teaching when the objective is to improve quality of instruction because they are in a position to assess several aspects of teaching better than students, academic administrators, and other constituencies of the academic community. Large proportions of faculty in this study indicated they would take part in four methods of formative peer review—classroom observation, videotaping of classes, evaluation of course materials, and assessment of their evaluation of the academic work of students—and they provide important information on factors that might detract from their participation, on conditions that might enhance the process, and on the benefits they and their students, colleagues, and institutions might receive as a result of their participation.     

Staff Self‐Appraisal at the Departmental Level: A Case Study

The introduction of academic staff appraisal in higher education institutions in Australia will require a considerable expansion in staff development facilities. An important issue will be the relative emphasis to be placed upon central staff development units as against structures at the faculty or departmental level. This case study, conducted at Macquarie University and aimed at improving teaching in higher education, explores the Self‐Appraisal Workshop as one such structure and suggests that it provides a very useful format at the faculty or departmental level because it brings together people teaching similar course units. As a result it is easier to integrate aspects such as curriculum design, assessment policies, academic content and teaching methods, than it is at the central level where staff development workshops usually have a cross‐faculty mix. An evaluation, based upon student ratings of teaching, interviews and staff reflection on the process, suggests that the Self‐Appraisal Workshop is a valuable technique for staff appraisal and development.     

FACULTY DEVELOPMENT ACTIVITIES IN THE ILLINOIS COMMUNITY COLLEGE SYSTEM

In a time of declining resources and restricted faculty mobility, faculty mobility, faculty development has become increasingly important. This study addressed faculty development activities, their evaluation, and their perceived impact on the improvement of instruction in the community colleges of Illinois. Data gathered through the use of a questionnaire mailed to the chief academic officer of each of the state's community colleges were analyzed and interpreted. It was found that a wide variety of activities — orientation, inservice, professional, individual, and group — are available to faculty members. Orientation activities were viewed as being moderately useful for the improvement of instruction. Respondents saw professional activities as somewhat more useful than inservice activities. With some qualifications, group activities were perceived as being more useful than individual activities. Evaluation efforts, for the most part, are as yet sporadic and unsophisticated.

The results of this study suggest that perhaps the traditional inservice‐type activities may not be the “one best way” to deliver quality faculty development aimed at the improvement of instruction. Faculty‐development planners may want to examine more closely the needs of their faculty in relation to the activities available. In addition to continuing the most useful of the group and inservice activities, attention should be directed toward those individual and professional activities not frequently offered but rated as highly effective in improving instruction.     

Faculty willingness to accommodate students with learning disabilities: a comparison among academic divisions

One hundred seven faculty members at a northwestern college responded to a questionnaire devised to assess faculty willingness to provide students with learning disabilities instructional, assignment, examination, and special assistance accommodations. Faculty responses to the questionnaire were analyzed to determine if differences existed among faculty in the colleges of Education, Business, and Arts and Sciences. Results indicate that, in general, faculty were willing to provide students with learning disabilities accommodations, but that differences exist among the three academic divisions as to faculty willingness to provide students accommodations. The implications of these results for colleges and universities and future research are discussed.     

The Other Side of Academic Dishonesty: The relationship between faculty scepticism,gender and strategies for managing student academic dishonesty cases

Student academic ethics is a serious concern for colleges and universities. The literature dealing with student academic ethics, however, focuses little attention on the possible connection between organizational characteristics and the efforts made by faculty to deter student academic ethics violations. In this case study analysis of faculty at a medium-sized university in the western USA, we found that the level of faculty institutional confidence is related to the use of formal deterrence strategies. Additionally, we found that female faculty members are less confident in the administration, but are only marginally less likely to use formal administrative approaches to manage academic ethics.