Stability and Change in Determinants of Academic Career Advancement

This article reports a replication of an earlier study (Dunkin, 1991) of determinants of career advancement. New lecturers arriving at the University in 1985 and 1986 were the subjects. The aspects of their careers studied were their initial status as tenured or tenurable, the time taken to receive tenure, retention within the University and time taken to receive promotion to Senior Lecturer. Potential determinants included academic qualifications, teaching experience, previous employment in the University, publication record, gender, age, and the market force rating of the field of specialisation. In some respects findings were similar to those of the earlier study, but there was evidence that the University's equity program was taking effect. However, market forces had come to play a much stronger part in career advancement.     

学术职业视域下高校教师薪酬管理改革探析

高校教师职业是学术职业,应遵循学术职业的特点进行薪酬管理。学术职业的本质要求学术自由、环境宽松、评价多元化,而现行的高校教师薪酬管理模式继承了传统工业管理中的某些做法,不但造成了学术职业中的功利化倾向,而且不利于学术职业的发展和创新。高校薪酬管理改革必须与高校教师学术职业的独特性相一致,采用粗分线条,淡化差异;加大投入,营造宽松生活氛围;多元评价,彰显大学的多功能作用;强化人文关怀,严格选拔与长期培养相结合等策略,以促进高校教师学术职业的成长与发展。     

Casual Academic Staff in an Australian University: Marginalised and excluded

Abstract

The transition from a planned centralist economy to a market economy over the last decade of the 20th century has presented Russian universities with many profound challenges. These challenges require universities to review and consider their organisational culture and deserve careful study. This paper describes the changes that have taken place at Tomsk Polytechnic University ‐ one of oldest, largest and leading Russian universities.     

论学术职业阶梯与大学教师发展

学术职业是大学教师的工作领地,学术职业阶梯是人们根据学术职业特性为从业者所设计的一套个人发展阶段的共同标识和职业规制,对大学教师的发展及其生存方式有着重要影响。学术职业阶梯又是大学教师的学术价值的形象化表现,也是一套大学教师的劳动分工制度与激励机制。不同国家的学术职业阶梯在结构、层次和跨度等几个方面表现出明显的差异性。随着大众化高等教育的逐步实现,各国学术职业阶梯的变化越来越频繁,且受市场力量、国家权力和学术权力的影响越来越突出。我国学术职业阶梯是一个全国统一的体系,阶梯跨度相对较大,且阶梯间的异动以院校为基础封闭运行。     

哈佛大学就业指导服务

今年第 1期刊登了YiYang与她的合作者们为本刊撰写的《ImplicationsofHarvardAdmis sionSystemonChineseUniversities》文章。本文将着眼于这一流程的最后一环 :介绍哈佛学子的就业指导服务。     

学术硕士在校培养因素对职业发展状况的影响研究

毕业生职业发展状况直接反应了学生就业后服务社会需求质量,对研究生教育培养改革意义重大。通过对重庆某高校的学术型硕士毕业生进行问卷调查,依据人力资源价值评价,深入分析在校培养各因素对研究生毕业后职业发展状况的影响。实证研究发现,在校培养因素可包括实训实践、课程教学、挑战性研究、成效关注和职业导向五项因子,并且这五类在校培养因素分别对反映职业发展状况的收入、职称、职位、职业发展前景、社会贡献度等指标具有影响。最后,笔者基于此,提出"提高培养质量,提升人力资源价值"的研究生培养改革相关建议。     

论高校学报青年编辑的学术素养——兼谈高校学报青年编辑的职业发展

学者化是学术期刊编辑成长与发展的必由之路,对于高校学报的青年编辑而言,提高学术素养很有必要,可以通过学历进修、参加学术会议、参与教学科研等方式来提升自我的学术素养。针对当下纷繁复杂的环境,一方面管理部门要重视青年编辑的培养;另一方面,编辑自身也要处理好各种关系,以求得自身发展与期刊发展的双赢。     

大学教学成为一种学术

20世纪90年代,美国学者博耶提出了教学学术的概念,认为教学首先是一种学术活动。大学教学的内在特征决定了它必然成为一种学术活动。大学教学成为一种学术活动,是现代大学生态式发展的要求,是大学教师专业发展的有效选择。政府机构、大学、大学教师都应该促成大学教学成为一种学术活动。     

博士生学术职业期望的影响因素研究-一个动态视角

处于职业生涯准备阶段的博士生,职业期望受到教育条件、学术环境和经济基础等诸多内外部因素的影响,其最终的学术职业选择是经过长期准备而做出的还是更多受到短期因素的制约?本文在总结国内外关于学术职业、职业选择等相关文献的基础上,采用2010年北京地区研究生发展调查的大样本数据,对当前我国博士生的职业期望、特别是学术职业期望的影响因素进行定量分析。研究发现,博士就读动机是我国博士研究生选择学术职业的主要驱动力,这可以理解为,博士研究生已经为其学术职业生涯进行了长期的心理准备;而就读于985或211等质量较高的学校、导师是教授等因素也对选择学术职业有正向的影响,同时存在非常显著的学科差异。     

An Australian s Perspective of an American University

Since high school I have always wanted to study in a country other than my own. However my parents always informed me that it was too expensive. This was until luck turned my way one day while I was at university. My advisor called me and asked me to go and see him as soon as possible. I just knew it had to be good news. I could barely stand the suspense and went to his office with a nervous happiness in my tummy My advisor told me that I had been offered a scholarship to study at Central Washington Univers...     

林耀华教授的学术生涯

今年是林耀华教授 90寿诞。我们在此回顾林教授的学术生涯 ,纪念他对中国民族学、教育学和少数民族教育的贡献 ,为的是勉励同仁以更大热情投身西部开发和少数民族教育事业。先生 1910年 3月出生于福建古田县 ,在闽东乡村习得中国文化底蕴。 192 8年负笈北上 ,就读于燕京大学社会学系。 193 2年 ,他的学士论文《严复研究》受到许士廉、吴文藻等名师赏识 ,留任燕京大学社会学系助教并攻读硕士学位。 193 5年 ,英国社会人类学大师拉德克利夫布朗 (以下简称ＲＢ)来燕大讲学 ,先生系统接触结构功能学派理论。他的硕士学位论文《义序宗族的研究》(…     

解剖高校教师"学而优则仕"现象

当前高校中存在看知名学者、教授“学而优则仕”的现象，这一现象的产生原因是多方面的，包括：传统文化观念的影响；高校行政权力的泛化与社会官本位思想；把担任行政职务当作一项鼓励与挽留人才的政策措施；用人的晕轮效应；名人效应五个方面。     

地方高校学科竞赛的现状与思考

在学科竞赛迅速发展的情况下,学科竞赛应遵循育人原则、质量原则、品牌原则及对接地方原则。为确保学科竞赛多重原则的实现,需要把学科竞赛列入人才培养计划,制定激励与约束制度,重点关注优势竞赛项目,校外与企事业单位合作,促进学科竞赛的可持续发展。     

20年来城市化与城市治理问题研究进展

城市经济研究主要包括三个方面。本文集中梳理了中国20多年来宏观城市经济学或城市化问题研究的脉络;概括了微观城市经济学研究的理论进展;提出了未来研究的方向。     

大学生的就业能力探析

上个世纪90年代末期以来,大学毕业生待业的人数逐年增加,因此就业机会和就业能力是大学生和学校就业指导部门关注的两个重要问题.相比较而言,提高大学生的就业能力更符合教育的本质和目标,更具有发展和竞争的意义.因此,就业工作的重点应该放在就业能力而不是就业机会上.     

澳大利亚高校如何培养学术型研究生的就业能力 ——以昆士兰大学为例

为应对学术型研究生就业多元化趋向,在政府的引导下,澳大利亚高校普遍重视培养学术型研究生的就业能力。作为世界一流大学和澳大利亚著名高校,昆士兰大学建立了全面的就业能力培养体系。该培养体系以职业发展框架为核心,以课程和活动为两翼,以职业发展奖学金为支撑,始于学术型研究生入学,贯穿整个学习阶段,升华于毕业阶段,培养学术型研究生的就业能力并使其成为行业领袖与社会精英。     

The Influence of a Career Pathways Model and Career Counseling on Students' Career and Academic Self-Efficacy

This qualitative study examines the effects of career pathways programming and targeted career counseling services on 71 high school seniors across seven schools engaged in school reforms funded through South Carolina's Education and Economic Development Act (EEDA). EEDA is a statewide, multipronged effort to improve academic achievement, graduation rates, and students' chances at success in both careers and college. One component of EEDA is the requirement that all students complete an individual graduation plan, and in order to build capacity to execute this new requirement, additional counselors and/or counselor aides were added to every high school in the state. We found that the combination of a career pathways model along with targeted career counseling services enhanced students' sense of career and academic self-efficacy by increasing their motivation to complete school, willingness and interest to take more challenging courses, and sense of preparedness for college and work. We examine these themes through the social cognitive career theory's triadic model of causality (Bandura, 1997) connecting study findings with the central constructs of self-efficacy beliefs, outcome expectations, and personal goal development.     

Career prospects for academics in Australian universities

Career prospects within Australian universities changed adversely following an abrupt end to expansion in the university system after two decades of marked growth. Few recent or future graduates can expect to gain academic positions. The present underrepresentation of women seems likely to be perpetuated. Many academics now holding tenure will not experience the same level of career advancement as their counterparts did a generation earlier. With a shift in the age distribution of academics over the next fifteen years, the Australian universities may be faced with problems of obsolescence and rigidity. Consideration is given to policy and organizational changes that could minimize some of these problems. However, there is no overall strategy that will simultaneously maintain tenure at the existing level, produce a steady-state age distribution of academics, allow even a moderate proportion of recent graduates to become academics, improve career prospects for existing academics, and increase the representation of women. One or more of these objectives can be achieved, but only at the expense of other objectives.