Determinants of faculty salary in prestigious versus less-prestigious departments: A comparative study of academic disciplines

This study examines the role of research performance and seniority in determining faculty salary in university graduate departments. Four fields were studied: chemistry, physics, political science, and sociology. Seniority was found to be positively related to the pay structure in most of these fields and in most of the prestige levels, though slightly more so in the social sciences. Overall, research performance dimensions were found to be the major predictors of salary. Articles are most effective in predicting salary in the physical sciences and least effective in the social sciences. The reverse is true regarding published books.The applicability of these findings to university administration is discussed and potential changes in the reward systems are elaborated.     

大学教师职业特性探析

大学教师作为一个特定的职业群体,具有自身职业特性.他们具有“双重忠于”的特性,与忠诚于学校相比,更忠诚于专业;工作具有自主性;聘任上存在事实终身制与等级制;评价机制是同行评价而非顾客评价;人力资本的投入与薪酬形成鲜明对比.     

Improving Campus Climate to Support Faculty Diversity and Retention: A Pilot Program for New Faculty

We report on a series of pilot programs that we developed and carried out to support the success and satisfaction of new faculty, particularly faculty of color. We hope that others committed to retaining and supporting underrepresented faculty can apply our learning from this pilot project, as a whole or in part.Fred P. Piercy, Ph.D. (University of Florida), M.Ed. (University of South Carolina), B.A. (Wake Forest University) is the Department Head of the Department of Human Development at Virginia Tech. His professional interests include family therapy education, HIV social science research and prevention, and family intervention for adolescent drug abusers. Valerie Giddings, Ph.D., M.S. (Virginia Tech), B.S. (Bennett College) is the Associate Vice Chancellor for Lifelong Learning at Winston-Salem State University. Her professional interests include anthropometry and apparel fit, cultural aesthetics for apparel, and diversity issues in higher education. Katherine R. Allen, Ph.D., M.A. (Syracuse University), B.S. (University of Connecticut) is a Professor in Human Development at Virginia Tech. Her interests include family diversity over the life course, adult sibling ties in transition, and persistence of women and minorities in IT majors. Benjamin Dixon, Ed.D. (University of Massachusetts), M.A.T. (Harvard University), B.Mus.Ed. (Howard University) is the Vice President for Multicultural Affairs at Virginia Tech. His interests include diversity, multicultural education, ethical pluralism, and equity and inclusion issues related to organizational management and development. Peggy S. Meszaros, Ph.D. (University of Maryland), M.S. (University of Kentucky), B.S. (Austin Peay State University) is the William E. Lavery Professor of Human Development and the Director of the Center for Information Technology Impacts on Children, Youth, and Families at Virginia Tech. Her interests include positive youth development, leadership issues, female career transitions, and mother/daughter communication. Karen Joest, Ph.D. (Virginia Tech), M.S. (Chaminade University), B.S. (Indiana State University) is an Assistant Professor of Child and Family Studies at the State University of New York, College at Oneonta. Her interests include adolescents exposed to domestic violence, use of qualitative research, and use of technology and feminist pedagogy     

Online Communities of Practice: A Catalyst for Faculty Development

This article addresses the concept of communities of practice and how it has come of age for the professional development of professors as teachers. Thanks to current technological options, faculty developers can enhance the opportunity for the entire faculty to learn through the use of online communities. Designing a faculty development portal using community of practice concepts can be an effective means to jump-start, facilitate, develop, and sustain faculty involvement in academic communities.     

The Faculty Development Portfolio: A Framework for Documenting the Professional Development of Faculty Developers

Portfolios are used for a variety of purposes in higher education. Two such purposes are the documentation of one's professional development for others and the improvement of one's own performance over time. This article discusses the concept of the faculty development portfolio and, in doing so, outlines the work of faculty development professionals. It also identifies characteristics of effective faculty development professionals and defines the steps involved in creating a faculty development portfolio. These steps include how to conceptualize, gather, and present evidence of items that can be used as a framework for faculty developers to consider when documenting their professional development for summative and formative purposes.     

Faculty at Mid-Career: A Program to Enhance Teaching and Learning

While the number of mid-career faculty currently in U.S. higher education is significant, professional development programming that addresses the teaching and learning issues of this population has not been a priority. This article describes the Mid-Career Teaching Program (MCTP) and presents data that assesses its impact on participants' professional and personal lives. Survey and interview results indicate positive changes in teaching behaviors and knowledge as well as an increase in teaching satisfaction and confidence. Faculty also reported that MCTP renewed their energy and enthusiasm and positively impacted their life outside of the academy.     

Examining the Influences on Faculty Departure Intentions: A Comparison of Tenured Versus Nontenured Faculty at Research Universities Using NSOPF-99

This empirical research examines the predictors of intended departure for tenured vs. nontenured full-time faculty at research and doctoral institutions across an array of disciplines. What are the characteristics of those who intend to leave their institutions? Do tenured and nontenured faculty show different patterns of intended departure? And what are the implications for institutional policy and practice? This study proposes a theoretical model of faculty turnover intentions and tests the model on two groups of faculty surveyed in the 1999 National Study of Postsecondary Faculty (NSOPF-99). Using Structural Equation Modeling, we find both similarities and differences in the dynamics of intended departure between the tenured and nontenured faculty populations.     

Fostering Faculty Collaboration in Learning Communities: A Developmental Approach

Colleges and universities are adopting learning communities to increase student learning and build cohesion. As learning communities grow in popularity, institutions need to invest in faculty development (Oates, 2001) and understand faculty experiences (Mullen, 2001). The University of Hartford created a program that prepared faculty for collaborative teaching in first-year learning communities. Faculty learned to engage in collaborative behaviors, to think outside disciplinary borders, and to employ a specific template as a heuristic for course development. Results of focus group research about the faculty experience and the impact of the experience on their pedagogy are summarized.Catherine B. Stevenson, whose M.A. and Ph.D. are from New York University, is currently an Associate Professor of English and Drama and Academic Dean of International and Honors Programs. She and her coauthors are affiliated with the University of Hartford, West Hartford, CT. Her special interests include nineteenth and twentieth century literature, curriculum reform, pedagogy, and international education. Robert L. Duran, Professor in the School of Communication, who earned his M.A. at West Virginia University and Ph.D. at Bowling Green State University, is a specialist in program evaluation, evaluation research, and research methods. Karen A. Barrett, Associate Dean of Undergraduate Studies, has an M.S. from the State University of New York at Buffalo. Her special interests include interdisciplinary general education curriculum, higher education administration, and diagnostic hematology and microbiology. Guy C. Colarulli, earned an M.A. at the University of Connecticut and a Ph.D. at The American University. He is the Associate Provost and Dean of Undergraduate Studies, whose special interests include Higher Education Administration, First-Year Experience, as well as American Government, and Politics     

A Qualitative Method for Assessing Faculty Satisfaction

Universities attempt to hire the highest quality faculty they can, but they are not always successful at retaining them. Furthermore, some faculty members who do remain may not function as engaging colleagues who make others want to stay. This study investigates why some faculty members leave and why others stay by illuminating the complexities of individual experiences. Using semi-structured interviews rather than surveys, a matched cohort of 123 faculty members (half current and half former) from one institution was interviewed. Although some of their primary reasons for satisfaction or dissatisfaction (e.g., collegiality, mentoring) were predicted by general survey research, there were also unforeseeable issues that strongly influenced satisfaction and decisions to stay or leave, demonstrating the importance of institution-specific research. This paper provides a method for collecting institution-specific information as well as several arguments for conducting interviews instead of pre-defined surveys.     

Peer Coaching: Professional Development for Experienced Faculty

The professoriate, as a whole, is growing older and more experienced; yet institutions often overlook the professional development needs of mid-career and senior faculty. This article, based on a review of the literature and the development of a peer coaching project, examines peer coaching as a professional development opportunity for experienced faculty that meets many of their immediate needs and offers a variety of longer-term benefits to their institution. Six recommendations for creating a peer coaching program emerge from the literature and the authors’ experience.

美、德高校教师流动机制比较研究

美、德两国高校教师的流动机制主要有四种:晋升机制、招聘机制、任期机制与兼职机制。这四种机制体现了主动流动与被动流动、近亲繁殖与学术交流、学术压力与学术自由及层次结构与教师流动之间的关系。     

Faculty role orientation and perceived teaching effectiveness: The case of an intervening variable

This study was designed to explore the relationship between faculty role orientations and student perceptions of teaching effectiveness in community colleges. Survey questionnaires were completed by 260 faculty members and 12,396 students at five Pennsylvania community college campuses. Using a conceptual framework drawn from symbolic interaction theory, it was hypothesized that faculty members holding a student-centered role orientation will be perceived as more effective teachers than those holding a subject-matter orientation. Results indicate that whereas there is an association between a student-centered role orientation and perceived teaching effectiveness, the relationship is due to an intervening variable—the expected course grade. An examination of the causal chain of relationships among these variables is presented.This is a revision of a paper presented at the 1975 annual meeting of the American Educational Research Association (see South, Morrison and Hill, 1975).     

Faculty opinion on shared authority: A Nigerian national survey

The purpose of this paper is to (1) describethe characteristics and governancestructure of higher education at the FederalUniversities in Nigeria, and (2) examine (a)how academic decisions are made, (b) thelevel of academic staff participation inuniversity governance, and (c) the extent towhich academic staff is consulted on keypersonnel issues. The results of theinvestigation revealed that (a) academic staffmembers believed they are consulted onacademic matters through their representativesin the faculty senate, (b) their participationin decisions related to non-academic matters isvery limited, (c) academic decisions related toadmissions criteria and accreditation standardsare made by external bodies, (d) administratorsmake administrative decisions with very limitedinput from academic staff (e) compared to lowerranked academic staff members, higher rankedacademic staff members perceived the governanceprocess to be very effective, and (f) academicstaff members are dissatisfied with the generalworking conditions and the governance process. Overall, the results of this study stronglysuggest the need for improvement in theconsultation process, and more involvement ofthe academic staff in other governance issuesespecially the selection and appointment ofadministrators, including Vice-Chancellors.     

浅谈高校教师教学方法创新途径

教学方法是教学过程中活跃而重要的因素.它既是体现教师主导作用的重要渠道,又是影响学生发挥主体作用的关键因素.教学方法是否得当,关系到教学质量的高低和教学效果的好坏,影响到人才培养的质量.结合调查数据,分析影响高校教师教学方法创新的因素,从转变教学理念、建立科学合理的教学管理机制、发挥教学名师的榜样作用等方面探寻高校教师教学方法创新途径.     

美国大学教师不当教学行为的分类研究

大学教师不当教学行为会导致学生不当行为的产生,针对大学教师不当教学行为的研究是大学教学伦理的重要内容。20世纪90年代以来,大学教师不当教学行为在美国受到研究者的普遍关注。其中,大学教师不当教学行为的分类及其依据是研究大学教师不当教学行为的前提。美国学者将不当教学行为主要分为学生与教师两大视角,对于管理者视角下不当教学行为分类的研究仍有待加强,分类依据一定的理论、基于利益相关者视角,并主要使用了定量研究方法。防范不当教学行为,应重视对教师教学自由权的保护,加强对管理者视角下不当教学行为分类的研究,结合实际教学情境处理不当教学行为。     

教师聘任合同的"副本"——心理契约

学校与教师之间的聘任合同背后存在着更为重要的无形的"合同"--心理契约,它是学校与教师双方关于权利、义务与责任的相互期望.这种契约具有形式的内隐性、认知的主观性、内容丰富性、存续的不确定性、主体的差异性、价值取向的纯洁性等特征,学校领导管理者应根据这些特征进行有效维护与构建.     

浅论高校教师的自我发展

通过对知识经济形势下高等教育发展规律的分析,指出了高校教师自我发展的重要性。根据我国高等教育实际,结合教师自身发展阶段的分析,提出了高校教师的自我发展存在着"螺旋效应",绝大多数教师的自我发展是不断向前的,处于良性循环之中,这是"螺旋正效应";有部分教师的自我发展则会出现逆向变化,甚至陷入恶性循环之中,这是"螺旋负效应"。结合实际阐述了高校教师自我发展的途径。     

高等学校教师队伍建设问题探讨

文章通过分析高校教师队伍的现状和存在的问题，认为在提高教师学历水平的同时，应注重教师的工作能力的培养；而稳定现有人才是高校引进人才的基础；提高非教师人员的管理服务水平是保障教学科研工作顺利进行的前提；教师不仅要更新知识，紧跟学科前沿，而且要学会运用现代化的教育教学技术     

俄罗斯高校教师发展特点及启示

在近二十年来的变革与实践中,俄罗斯高校教师发展体系逐渐形成集权管理为主,组织机构多样化,培训内容现代化等特点,为提高高校教师质量与俄罗斯高等教育发展提供了重要保障.同时,俄罗斯高校教师发展仍存在专项经费不足,组织机构质量不高,忽视教师个人发展等问题,其成功经验与存在的问题启示我国高校教师培训工作应加强政策与资金的双重保...     

教师发展(FD)的课题——日本的视角

本文以日本为例,系统研究了大学教师发展（FD）的背景、进展和课题。由于全球化、市场化以及知识化社会等背景,日本在80年代以后开始重视大学教师发展,推动FD制度化。教育质量保证是FD的基本原则。在21世纪,FD的理论和实践都有待于提高到新的阶段。这里不仅包括教师组织、课程、评价制度等要素的改善,还包括重新思考教学学术的问题。