A comparative study of occupational stress among African American and white university faculty: A research note

This paper is a comparison of levels of occupational stress among African American and white college and university faculty members in U.S. institutions. Using survey data collected from a national sample of faculty, an analysis of reported occupational stress levels was undertaken to determine if issues raised in previous research regarding extra-academic assignments given to African American faculty limits their access to the more traditional faculty roles, creating pressure to perform in ways not expected of white faculty. To test these assertions, scales measuring stress from teaching, research, and service activities were constructed for African American and white faculty from a larger faculty stress index. Results of the analysis indicate that African American faculty report generally higher levels of occupational stress than their white counterparts, especially in the areas of research and service activities.     

Dimensions of stress among university faculty: Factor-analytic results from a national study

Previous studies on the role of the professor reflect the existence of a multifaceted complex of strains on faculty. This research study investigated identifiable patterns of faculty stress. From a sample of 80 doctorate-granting institutions, 1,920 professors were selected and stratified by academic rank and Biglan's academic discipline model. The response rate was 75.28%. The multidimensionality of the 45-item Faculty Stress Index, investigated through factor analysis, resulted in five distinct dimensions of perceived stress: reward and recognition (55% common variance); time constraints (12% common variance); departmental influence (7% common variance); professional identity (6% common variance); and student interaction (6% common variance). Each factor was also analyzed according to professional and personal characteristics, and the analysis resulted in significant differences in the areas of tenure, rank, age, gender, and marital status. No differential pattern was discovered among disciplinary categories.     

The multiple sources of workplace stress among land-grant university faculty

Workplace stress has received a fair amount of treatment in the research literature over the past decade. What has not been examined, at least not systematically, is this same phenomena inacademe. Our study looked at stress among university faculty at a land-grant university located in the western region of the U. S. Analyses from the self-assessment mail survey (N = 786) reveals that faculty in the Hard Pure Nonlife (e. g., Astronomy, Math, Physics), Hard Applied Nonlife (e. g., Civil Engineering, Nuclear Engineering, Computer Science) and Soft Applied Life (e. g., Education Administration, Special Education) experience more stress than faculty in disciplines such as Hard Pure Life (e. g., Botany, Zoology) and Soft Pure Nonlife (e. g., English, Philosophy, Communications). Careful attention was paid to the different levels of stress reported by male and female faculty, with women professors reporting a higher level of stress than their male counterparts. We provide an assessment and explanation for this finding. Research ends with several proposals for individual faculty, department chairs and academic administrators for addressing the problem of workplace pressure and work overload.     

A time allocation study of university faculty

Many previous time allocation studies treat work as a single activity and examine trade-offs between work and other activities. This paper investigates the at-work allocation of time among teaching, research, grant writing and service by science and engineering faculty at top US research universities. We focus on the relationship between tenure (and promotion) and time allocation, and we find that tenure and promotion do affect the allocation of time. The specific trade-offs are related to particular career paths. For example, full professors spend increasing time on service at the expense of teaching and research while longer-term associate professors who have not been promoted to full professor spend significantly more time teaching at the expense of research time. Finally, our results suggest that women, on average, allocate more hours to university service and less time to research than do men.     

Sex and race discrimination among university faculty: A case study showing combined effects

This study predicts faculty salaries using data collected at a large public university on publications, teaching and administrative hours, years of education and experience, department, sex, race, and interaction terms. Female faculty earn 24 percent less than male faculty; 17 or 41 percent of this differential is attributable to discrimination, depending on the particular set of salary determinants used. Unlike previous investigators, this study does not find discrimination in favor of minority faculty members. The choice of variables and form of model appropriate for a study of salary discrimination are discussed.     

中美两国多校区大学的比较研究

中美两国多校区大学在形成的原因与背景，组织形式和管理职能，管理模式特点等方面，都有很大的不同，通过比较研究，以期对我国今后多校区大学管理体制改革与发展有所启迪。     

中日同形异义词对比研究

汉语和日语中包括很多同形异义词,通过对比分析同形异义词,梳理总结其相同点与相异点,有利于日语学习者更好的掌握日语。     

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.     

中日阳明学派道德教育理念比较研究

阳明学派的道德教育理念不仅在中国封建社会后期产生了非常重要的影响,而且东传日本之后,对日本古代,乃至近代道德教育理念的形成与发展也产生了深远的影响。比较中日阳明学派道德教育理念的异同,有利于增加中日之间的文化认同,有利于增加对原发型文化与移植型文化的理解。     

Gender and use of instructional technologies: A study of university faculty

Instructional technologies have the potential to help highereducation faculty address increasing demands on their time and energy. Thisstudy investigated technology use by faculty at medium-sized, publicuniversity in the midwestern United States. Because a number of studies haveshown gender differences in technology use, survey data were analyzed alonggender lines. Results showed that males rated their knowledge and experiencewith some innovative technologies higher than did females. For frequency ofuse, no significant differences were found, with the exception of video,where females indicated slightly more frequent use. Both rated technologiesas important to instruction. For factors influencing technology use, femalesrated time to learn a technology, increased student learning, ease of use,training, and available information in discipline as more important than didmales. Such incentives as release time, merit pay, contribution to promotionand tenure, monetary rewards, and recognition by the university were ratedmore important by women, as were the barriers of lack of time and lack ofcontribution to professional advancement. These findings suggest that genderdifferences in technology use by university faculty may exist and need to beaddressed.     

Public university governance in China and Australia: a comparative study

There are several common trends and challenges in the higher education (HE) system around the world, like expansion and diversification of HE, fiscal pressure and orientation to markets, demand for greater accountability and great quality and efficiency (e.g. The financing and management of higher education: a status report on worldwide reforms, 1998; Internationalisation of higher education and global mobility 43-58, 2014; Global policy and policy-making in education, 2014; Higher Education Policy 21:5-27, 2008). These trends and changes have reshaped university governance as well. Public universities are the main institutions to carry out HE in Australia and China. The engagement between Australia and China in HE sector has become closer and closer in recent years. To conduct better and further cooperation and collaboration between Australian and Chinese universities, it is critical to understand and acknowledge the differences in two nations’ university governance. Moreover, by conducting this comparative study of two nations, it also helps us to figure out the changes in university governance over times under the global trends and the interactions between global and local factors. This comparative study focuses on the university level and attempts to identify the differences of university governance in Australian and Chinese public universities in three dimensions, state-university relation, university internal governance and university finance. This paper sketches the university governance in Australia and China and finds that the relationship between government and university is looser in Australia than that in China and Australian universities enjoy more autonomy and power than Chinese universities; as to university internal governance, Australian universities use a more business-oriented management mechanism; funding associated with full-fee paying international students has become very important for Australian HE while Chinese government funding has been decreasing as well but funds from international students play a minimal financial role.     

中美高校教师聘任制比较分析

中美两国高校在师资队伍建设上均实行教师聘任制度,在聘任对象、聘任标准、聘任和解聘过程、聘任类型等方面,既有相同之处,又存在诸多差异。分析比较两国高校教师聘任制的各自特点,有利于我们借鉴美国高校的有益经验,从而促进我国高校教师聘任制更加完善。     

Market conditions,productivity, and promotion among university faculty

This paper contrasts the performance levels and promotion experiences of 371 faculty members under three different market conditions reflecting the supply and demand for university faculty (buyer's market, seller's market, and stable market). The central questions examined are, What is the effect of market conditions upon (1) the length of time it takes for promotion; (2) the promotion rate; (3) the productivity of assistant and associate professors before each promotion; and (4) the productivity of full professors after attaining that rank? Findings are most consistent with a market model indicating that faculty promoted during a buyer's market remain in rank longer before being promoted and exhibit a greater rate of productivity than faculty promoted during other market conditions. There is also support for the elite model in that the impact of “tight” market conditions on productivity is greatest for faculty below the rank of full professor.     

欧美大学组织模式比较研究

以欧美大学具有代表意义的学术组织、学术权力模式为研究对象,从长时段的研究视角,简要梳理"三模式"--学院模式、讲座模式、系科模式的发展演进历程;从权力重心、公共性、民主化及有效性等角度分析比较"三模式"差异;在此基础上,总结分权、科层、委员会、职业化的共性特征及发展趋势,以为中国现代大学制度构建提供有益借鉴.     

中、美、日中学地理课程的比较研究

本文选择世界上有代表性的美国，日本为比照国家，以国家之间地理课程的差异为立论的基本前提，运用描述法，比较法，地区差异分析法，对中、美、日课程设置，教学目的等内容进行分析比较研究；首先运用描述法描述中，美日中学地理课程的特点，为进一步分析，比较和做出结论而积累必要的资料，然后经过分析和综合得到一般的评价，揭示中、美、日地理课程的特点及差异为我国地理教育提供有益的参考借鉴。     

A study on the tacit knowledge of university faculty: a case study in Taiwan

The tacit knowledge of university faculty might take roots deep down in their own cognition system and influence their ways of thinking and reasoning. This study aims at (1) the exploration of the characteristics of university professors’ tacit knowledge in Taiwan and (2) the disentangling of the factors underlying its development. Drawn from the data collected by qualitative observations and analyses, this study concludes: (1) In general, Taiwanese professors are of strong motives for self-fulfillment to be social elites and to pursue excellence form the backbone of the academic career. (2) The inner factors relating to faculty’s tacit knowledge include a high level of intelligence and analysis ability, the consciousness of being elite, the strong motives of constant pursuit of accomplishments, and the self-adaptation to the campus culture. (3) Its outer factors contributing to the faculty’s tacit knowledge include the peer consensus and competition pressure on campus, and the expectations of being a professional and a role model stereotyped by the society. Finally, several suggestions are provided for the cultivation of wide and open tacit knowledge so that the university faculty’s profession can be upgraded and more social responsibility can be shouldered.     

Occupational stress among university administrators

The fit between the university administrator's motivational style and the type of job demands was analyzed as a contributing factor in developing occupational stress. Data were provided on a questionnaire by 575 deans, associate deans, and chair-persons. Three motivational styles and types of job demands were measured using instruments derived from Porter's motivational theory. Correlational data indicated that misfit was related to perceived work stress and the perception of poor coping ability. The perception of poor coping ability was correlated with stress-related illnesses. There was also an association between misfit and consideration to change jobs. The findings supported the person-environment fit model of occupational stress. Implications for controlling occupational stress among university administrators are included.     

中加大学文科课堂教学基本模式对比研究

中国和加拿大的大学文科教学存在着历史、社会文化及地域等方面的极大差异,两国文科类课堂教学模式在课程设计、教学时间安排、成绩考核、教师与学生角色及教学质量评估等方面有着显著的不同。这些差异之存在,反映了中加大学在教学目的、教育理念等方面的差别。加拿大大学的课堂教学模式对我们有着多方面的借鉴意义。     

Temporal perceptions and university faculty

This study is a preliminary investigation of the temporal perceptions of 100 male university faculty members grouped by professorial rank and by the three general academic areas of natural sciences, social sciences and humanities. The general hypothesis states that the temporal perceptions of these respondents relate to academic area and not to professorial rank. From the respondents' answers to an open-ended question during a taped interview session, three perceptual categories were derived and labeled ambiguous, analytical, and synoptic. Chi-square analysis confirmed the general hypothesis. This confirmation is congruent with previous research findings that academic area is a significant distinguishing variable to apply to the professoriate. Natural science respondents perceived time analytically, as increments for measurement, whereas respondents in social sciences and humanities tended to perceive time ambiguously, as having more than one meaning. Implications of this small-sample investigation at a comprehensive, state-supported university are important not for the answers provided but rather for the questions generated. These questions delineate areas for further research.