Professional currency among midcareer college faculty: Family and work factors

This study examined work and family factors that differentiate midcareer faculty members who were current from less current faculty with regard to the disciplinary knowledge base. The sample included 97 faculty (69 males, 28 females; 72 English, 25 Engineering) and their spouses. Cluster analyses of the work and family variables identified faculty subgroups within discipline. ANCOVAs showed a significant relationship between the clustered work-family profiles and levels of currency.Family differences: Current faculty and spouses reported spending more time on family-related responsibilities and experiencing greater stress from combined work-family responsibilities. Current Engineering faculty reported less flexibility in reallocating family responsibilities.Work differences: Faculty reported a greater commitment to their careers and to professional development: They reported higher scores on the Inner Work Standards scale; current English faculty read more professional journals and spent more time on research; current Engineering faculty spent more time on research and had more publications.     

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.     

A Culture of Teaching: Policy, Perception, and Practice in Higher Education

In an effort to identify policies that foster an institutional “culture of teaching,” or encourage use of effective pedagogies, this study uses data from 5,612 faculty members at 45 institutions to examine connections between institutional policies and faculty members’ perceptions and practices related to teaching and learning. A series of multi-level models suggests that academic policy variables have small and generally insignificant relationships to such faculty perceptions or practices. Instead, conventional institutional characteristics, such as selectivity and Carnegie classification, appear to be more influential factors.     

“Pretty Darned Cold”: Single Mother Students and the Community College Climate in Post-Welfare Reform America

Feminist analyses of the “chilly climate” have documented the ways in which women have been and continue to be marginalized within institutions of higher education. Yet there has been little attention to the relationship between the “chilly climate” and the lived experiences of particular populations in specific educational settings. This article attends to that relationship and draws on a two-year ethnographic study that focused on single mothers attending a community college in the Midwestern United States. Situating their experiences within the particulars of post-welfare reform America and the dynamics of the institution they attend, I argue that the educational climate these women face is particularly chilly, something that is evident in the various attitudes, practices, and policies they encounter in their interactions with faculty, staff, and other students. In addition to analyzing the ways in which the “chilly climate” influences both academic and social aspects of single mother students' experiences, I offer specific suggestions for ways in which colleges and universities can create a more welcoming and supportive environment for members of this particular student population.     

Faculty Governance in Neoliberal Educational Contexts: Challenges for Democratic Decision Making

Few faculty members are immune from the deleterious impact of neoliberal values, policies and practices that have resulted in the “corporatization” of universities, with the reduction of teaching and research to “products” and faculty to “producers,” and students to “clients.” The role of faculty governance in this process has been debated yielding diverse perspectives on its effectiveness in challenging this influence, particularly, in regard to the role of democratic decision making at the college-level of governance where administrators may push for furthering market-driven agendas. This critical action research project highlights how two faculty assembly leaders facilitated participatory decision making as they re-conceptualized their leadership roles as team-based representatives, and developed multiple communicative networks that supported faculty voice and leadership listening at the grassroots level—two processes that may thwart corporatization and marketization at the college-level. This article highlights how characteristics of desired communication practices for more democratic decision making at the college-level lay the groundwork for building the collective faculty capacity to respond in a timely manner to neoliberal agendas.     

高校教师聘任制中的若干关系

高校教师聘任制涉及社会生活、社会文化的方方面面,牵一发而动全身,必须认识和处理好其中的若干关系。制度约束行为,思想规导制度,首先要厘清规导教师聘任制的相关理念。实施教师聘任制具有学术和效率双重目标,但学术目标是大学坚守的生命线,效率目标应为学术目标服务。由于学术职业的特殊要求,教师聘任制中要形成甄选机制,以达到优化的目的。在聘任制过程中应处理好应然和实然的关系,逐步从实然达到应然。     

Documenting the Aspiration Gap in Institutional Language About Undergraduate Research,Scholarship, and Creative Work

We conducted a content-analysis of the websites of 100 institutional members of the Council of Undergraduate Research in order to examine the relationship between messages communicated on websites as compared to messages expressed within institutional procedures and policies. Findings show that public research institutions were more likely than baccalaureate institutions to have an Office of Undergraduate Research. Further incentives and supports provided by such offices are predominantly directed to students. Lastly, our analysis of promotion and tenure policies reveals that only 14 institutions out of the 100 in our sample explicitly mentioned mentoring undergraduate researchers in the evaluation criteria for faculty members. We offer implications for research and practice.     

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.     

Seeking Balance: The Importance of Environmental Conditions in Men and Women Faculty’s Well-being

Faculty retention is of increasing importance in the current economic climate. We examined the role of an institution’s environmental conditions (e.g., climate, collegiality, and administration) in faculty well-being (i.e., job satisfaction, intent to leave, emotional and physical health). Women reported significantly lower well-being and a more negative perception of all environmental conditions than men. Intriguingly, for both men and women, the more institutional support perceived by faculty members for work-life integration, the more positive their well-being. Policies that support work-life integration, often viewed as merely a “women’s issue,” may encourage the retention of both men and women faculty members.     

African-American Women in the Professoriate: Addressing Social Exclusion and Scholarly Marginalization through Mentoring

African-American women and other underrepresented faculty members often report experiences of social exclusion and scholarly marginalization in mainstream institutions of higher education. This lack of inclusion challenges their retention and hinders them from becoming productive members of the professoriate, positioning them at a disadvantage for achieving tenure and promotion. In this article, mentoring is conceptualized as socialization and examined as a strategy for addressing social exclusion and scholarly marginalization as associated with the advancement of African-American women faculty in academe. Highlighting traditional and nontraditional mentoring initiatives and formal and informal networks, the discussion features the idea of a broad, flexible network of support. In addition, recommendations from the existing literature are offered for mentors, mentees, and academic department chairs to facilitate effective mentoring strategies.     

新时期加强高校教师人力资源开发的思考

高校间的竞争，其实就是教师人才的竞争。高校要提高自身的整体竞争力，就必须加大教师人力资源开发力度。要从战略高度出发，统一思想认识，做好高校教师人力资源开发规划；要根据高校实际情况，制定一整套包括选人、用人、育人和留人等政策和措施；要突出重点，围绕学校学科建设的需要，增强人才引进的针对性和有效性；要与时俱进建立与教师人力资源开发配套的机制。     

Reforming Alone: Barriers to Organizational Learning in Urban School Change Initiatives

In this review we synthesize findings from 9 separate professional development initiatives conducted by the Philadelphia Education Fund in concert with the School District of Philadelphia with the aim of understanding why such initiatives achieve only partial implementation at the school level. We identify a cluster of policies and structures that have the effect of depleting or preventing the formation of social capital among staff in a school building. Evaluations from these initiatives show that entrenched policies and practices converge to prevent or break up the norms, networks, and social trust required for reforms to take root. Specifically, program implementation is often frustrated by the frequent turnover and lack of support from principals, the disruption of faculty teams, and union work rules that increase rates of teacher transfers and limit time for faculty to meet and work together. The solitary nature of teachers' work is reinforced through these practices--a phenomenon that inhibits the creation of a culture of reflection and renewal that is desperately needed in inner-city schools.     

‘She's not good with crying’: the effect of gender expectations on graduate students' assessments of their principal investigators

This paper explores how gender influences the way that faculty members are held accountable to gendered societal expectations related to scientists, faculty members, and leaders. In particular, women faculty members in the sciences, particularly those who lead large research groups, may be at a triple disadvantage: they must act in ways that contradict ideals of femininity in these multiple aspects of their professional lives. The data for this inductive, largely exploratory analysis come from a mixed-methods qualitative study of five chemistry research groups at a research-intensive US university. I find that gendered expectations do impact the way that men and women faculty are evaluated by their students, particularly the way that women faculty are judged.     

Perceptions on the Trend of Multi-Authored Collaboration: Results from a National Survey of Criminal Justice and Criminology Faculty

Perceptions of the collaborative research trend and personal rationales for authorship collaboration were examined in a sample (n?=?542) of Criminal Justice and Criminology faculty members. Collaboration was pervasive across the sample with approximately half reporting that collaboration was involved in a majority of their published works. Generally, collaboration is perceived to be a combination of social research networks and more pragmatic concerns (ease of collaboration and increasingly diminishing time to do research due to university obligations). Results are disaggregated by academic rank, research orientation, and collaboration involvement. Preliminary evidence of a “culture of collaboration” is presented and discussed.     

Getting Started in Academia: A Guide for Educational Psychologists

We identify the major tasks facing pre-tenure faculty members and outline advice, based on a review of the literature and our experiences, for succeeding in academia. The challenges encountered by new faculty include learning the culture of the new academic institution, understanding the processes and policies for academic performance review, establishing meaningful and constructive mentoring relationships, creating a sustainable research agenda as well as fostering the writing attitudes and strategies that promote turning research projects into publications. Also included are recommendations for developing expertise in teaching, cultivating healthy and productive relationships with advisees, and fulfilling service responsibilities. Finally, we suggest strategies for balancing the multiple, and sometimes competing, demands and expectations.     

The role of prosocial attitudes and academic achievement in peer networks in higher education

After the transition to university, students need to build a new peer network, which helps them to adapt to university life. This study investigated to what extent students’ prosocial attitudes and academic achievement facilitate the embeddedness in friendship and help-seeking networks, while taking structural network characteristics into account. Participants were 95 first-year bachelor’s degree students and were part of learning communities consisting of 12 students at a university in the Netherlands. Measures included student-reports of prosocial attitudes, peer nominations of friendship and help-seeking networks, and officially registered grades (GPA). Longitudinal social network analysis, stochastic actor-based modeling with the package RSiena, revealed that both students’ own prosocial attitudes and achievement played a role in their friendship formation, whereas only students’ own achievement made the formation of their help-seeking relationships more likely. When students were friends, it was more likely that they approached each other for help and vice versa. Similarity in achievement level contributed to relationship formation in friendship and help-seeking networks. Overall, the results underscore the importance of both student’ prosocial attitudes and achievement for their social adjustment (i.e., making friends) and only achievement for their academic adjustment (i.e., seeking help) during the first year of university within the context of small-scale teaching.

     

Social Status and the Effects of Legal Concealed Firearms on College Campuses

Research consistently shows that students and faculty are generally against expanding access to firearms on campus, and many stakeholders worry about the effects of campus carry laws on student violence, civility, and feelings of safety. We contribute to this literature by investigating how potential changes to campus carry policies affect students’ reported commitment to campus activities. Theories explaining fear of crime and social commitment led to hypotheses that predict members of socially disadvantaged groups—specifically women and minority students—would report less favorable attitudes toward gun possession on campus, greater feelings of vulnerability to victimization, and less commitment to the college environment when students or staff may possess guns. Hypotheses received support, and add to the growing literature documenting potential issues that legislators, administrators, and faculty might consider when debating the enactment of campus carry policies.     

Higher education and women’s empowerment in Pakistan

This paper summarises the findings of a 2005 doctoral study by Malik which explored to what extent participation in higher education offers empowerment to women in Pakistan. A survey instrument was used to question female faculty members and female students from 10 public universities in Pakistan; 1290 students and 290 faculty members responded. Subsequently, semi‐structured interviews were held with 10 faculty members and 10 students. Respondents highlighted economic independence and an increased standing within family and society as the main benefits of higher education participation. A major finding is that participation in higher education enables women to impact on a number of discriminatory practices simultaneously and thereby effect change for the better. The main recommendation is that future educational strategies be developed with the aim of further promoting gender equality in all areas of education in Pakistan, but particularly with the aim of increasing female students’ participation in higher education.     

Gender Disparity in STEM Disciplines: A Study of Faculty Attrition and Turnover Intentions

This study examines the underrepresentation of women faculty in science, technology, engineering, and mathematics (STEM) by comparing the intentions of attrition and turnover between genders in Research and Doctoral universities. It is found that the two genders did not differ in their intentions to depart from academia, but women faculty had a significantly higher likelihood to change positions within academia. The indications are that women and men are equally committed to their academic careers in STEM; nonetheless, women’s stronger turnover intentions are highly correlated with dissatisfaction with research support, advancement opportunities, and free expression of ideas. The findings suggest that the underrepresentation of women is more convincingly explained by an academic culture that provides women fewer opportunities, limited support, and inequity in leadership, rather than by gender-based differences such as roles in family responsibilities. Changes in academic STEM culture are needed in order to attract more women scientists and narrow the current gender gap.     

Gender Differences in Faculty Member Job Satisfaction: Equity Forestalled?

Guided by Hagedorn’s (2000) theory of faculty job satisfaction, mindful of social and organizational structures of higher education, and acknowledging recent changes in the academic labor market, this study examines satisfaction for approximately 30,000 tenured and tenure-track faculty members in 100 US colleges and universities. Findings revealed similarity between female and male faculty members in some aspects of work satisfaction, but difference in other areas in which women reported lower satisfaction. Findings also revealed that perceptions of department fit, recognition, work role balance, and mentoring are more important to women faculty’s satisfaction than male peers. Implications for policy and practice are discussed.