THE FEDERAL GOVERNMENT,DIRECT FINANCIAL AID,AND COMMUNITY COLLEGE STUDENTS

This article examines federal student financial aid, with an emphasis on direct grant aid programs to serve needy students attending community colleges. It describes the economic, historical, and political assumptions and incentives to show how public community colleges and their students have been impacted by federal and state direct student aid policies. The article then presents recent data regarding how economic incentives inherent in federal and state direct student aid policies impact public community colleges and their students when compared to other types of institutions of postsecondary education. Data presented show that lower-income students attending public community colleges were likely to receive less direct grant aid from federal and state sources than those attending for-profit proprietary two-year institutions.     

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.     

美国大学系主任的激励机制研究——基于AAU大学的调查分析

系主任的多重角色与多种任务往往使教师对该职位望而却步。加强对系主任工作的激励有助于增加该职位的吸引力和促进系主任的职业发展。对美国大学协会（AAU）成员大学的系主任调查表明,其外部激励主要为减轻教学任务和享有管理津贴,而内部激励则包括服务教师、学校与学科发展所带来的成就感和受到教师尊重等。不同学校层次和学科类别其系主任所享有的激励有显著差异,系主任的激励与其角色、任务和权力等职位特征呈显著相关。     

论中国人力资本生产制度市场化及其必然性

现代教育与培训制度的主要功能在于生产人力资本。人力资本生产制度的市场化 ,意味着价格制度和竞争机制在教育与培训制度中逐步的展开和全面的贯彻。人力资本配置与使用的市场化 ,投资主体需求的多样化和投资结构的复合化 ,以及生产者激励的市场化 ,必然导致中国人力资本生产制度的市场化变迁     

行业企业参与职业教育的激励机制研究

在职业教育的发展中,能否获得行业企业的积极参与是至关重要的。文章对现状中行业企业参与职业教育积极性不高的原因进行了详细的分析,并在此基础上提出构建行业企业参与职业教育的激励机制的建议:政府应加大加强对行业企业参与职业教育的激励;从税收方面加强对行业企业参与职业教育的激励;职业院校提升自身实力,吸引行业企业的参与。     

EDUCATIONAL TUITION‐WAIVER POLICIES: A SECONDARY ANALYSIS OF INSTITUTIONAL IMPACT IN VIRGINIA

Abstract

In the last decade, a majority of states has developed legislation or centralized policy directives which encourage the participation of older adults in institutions of higher education through tuition‐reduction or tuition‐waiver. However, very little research has been conducted to assess their impact on participation and program development. This paper is intended to analyze the awareness and impact of tuition‐waiver policies among older adults and institutions of higher education in the state of Virginia. In addition, this paper is intended to provide an expository framework for the synthesis of secondary data sources which address state policy issues in gerontology and higher education.

Results from the analysis indicate a high level of awareness among administrators at the institutional and state level in higher education and among state legislators, while somewhat less awareness is evident among older adults. In terms of impact, results indicate that older adult participation remains extremely low, and the priority of cost in participation decisions is not well understood. The actual financial burden on institutions is still relatively small; however, with no tuition or state reimbursed funds, the incentives for program development remain insufficient.

Several additional policy and research questions follow from the analysis. Questions must be raised concerning who is benefitting from the legislation and who should be benefitting, what kinds of incentives are necessary for institutions to develop programs, and what role the state should play in facilitating program development. Additionally, a re‐evaluation of tuition‐waiver policies versus other kinds of financial incentives is recommended.     

关于高校人才外流的思考

高校人才外流源于校内环境的推力和校外环境的引力，校内环境的推力主要表现在物质待遇、个体价值、人际关系、学术氛围等方面。高校若想吸纳并留住人才，需要树立强烈的人才意识，认真谋划学校发展愿景，改善教职工的福利待遇，建立有效的激励机制，营造和谐的生态环境。     

中美高校教育制度比较三题

知识经济是当今世界经济发展的主题,创新力则是其中最为关键的一环。决定创新力的重要因素在于高等教育制度,而我国的相关政策在激励创新方面效果并不理想。通过对中美学术成果产业化、交叉学科及研究型大学的制度建设进行比照和探讨,在展示了美国高等教育对学生创新能力的激励的同时,指出了我国高等教育在培养学生创新能力方面存在的缺陷,为我国高等教育制度的改革提供一些借鉴。     

转变政府调控方式优化高校分层分类

行政控制是我国政府调配教育资源和控制高校发展空间的重要手段,高校因此具有迎合政府意志从而获得更多资源和发展空间的动机。由于国家政策的影响,综合性研究型大学在资源支持和发展空间上占有绝对优势,因而成为众多高校的发展目标。同时,综合性研究型大学又存在学科盲目扩张和资源粗放利用的弊病。只有改变当前教育资源的行政链式配置方式,才可能从根本上解决高校“升格”热和分层分类紊乱问题。     

Academics as rent seekers: distorted incentives in higher education,with reference to the South African case

The behavior of academics and academic institutions is examined through the concept of rent seeking, in which organizations or individuals expend resources to obtain ‘artificially contrived transfers’. International ranking systems, publication-based incentives, and grant awarding processes, all encourage and reward rent seeking behavior: participants engage in distorted, costly behavior to obtain rewards, including public funds, without regard to the social value of these activities. This may be especially damaging in developing countries. Detailed examples from South Africa's higher education system illustrate such behavior and its relation to policy. The paper concludes by sketching an outline of some possible solutions.     

The formation and development of co-operations among South African universities

Organizational collaboration is “en vogue”, especially in higher education. So far, little is known about the mechanisms that explain co-operation formation and their impact on the social structure of the research systems. By examining co-authored research papers written at South African universities between 1966 and 2006, co-operation structures are visualized and analyzed from a social network perspective. Regression analysis indicates that status homophily and geographical proximity help to explain attachment processes among universities. Policy makers looking to overcome the steep status hierarchies among South African institutions of higher education need to provide incentives for establishing a stronger research culture in previously disadvantaged institutions. This will enhance their attractiveness for co-operation with reputable organizations and contribute to more equality among institutions.     

Does the type of higher education affect labor market outcomes? Evidence from Egypt and Jordan

In Egypt and Jordan, there is a substantial mismatch between the output of the higher education system and the needs of the labor market. Both demand and supply-side factors could be driving this mismatch. This paper tests a key supply-side issue, whether differences in the institutional structures and incentives in higher education affect the labor market outcomes of graduates. Specifically, we ask if the stronger alignment of incentives in private relative to public higher education institutions produces more employable human capital and better labor market outcomes. We examine the impact of the type of higher education institution a person attends on several labor market outcomes while controlling for his or her pre-enrollment characteristics. The results demonstrate that supply-side issues and institutional incentives have little impact on labor market outcomes while family background plays by far the largest role. Proposed reforms for higher education often suggest increasing the role of the private sector in provision of higher education. Our findings indicate that this approach is unlikely to improve labor market outcomes.     

无薪激励在高职院校教师管理中的应用

近年来我国高职院校蓬勃发展,高职院校教师管理问题已越来越受到人们关注。对高职教师实行有效的无薪激励,是促进高职院校组织目标和教师个人目标共同实现的重要途径。同时,在进行高职院校无薪激励机制设计时,应当充分考虑到高职院校及其教师群体的特殊性,才能真正做到有效激励。     

Simulation of institutional incentive plans for faculty early retirement using a behavioral model of retirement decision-making

This paper uses coefficient estimates from a model of retirement decision-making for faculty members in higher education institutions to simulate the impact of financial incentives for early retirement. The results suggest that plans can be designed to induce relatively large numbers of faculty members to retire prior to the mandatory retirement age. However, the costs of hiring replacements plus pension subsidies can be substantial, especially if the subsidies are directed toward faculty members with relatively low salaries. Hence, institutions wishing to provide open positions to hire new faculty may prefer different incentive plans than those whose goals do not require filling each position with a new faculty member.     

Quality requirements in rapidly growing higher education systems: the Israeli example

Rapidly growing higher education systems are often characterized by market failure in terms of programs’ quality. When new institutions with various motivations enter the higher education market, and when applicants to these institutions are characterized by heterogeneous goals and motivations, acceptance criteria may differ among institutions. As a result, the quality of higher education may deteriorate. The current paper formally expresses this problem in a model for planning quality policy of academic institutions. Afterwards, an explanation is provided regarding conditions for setting national minimal quality requirements. This theoretical framework is applied to the Israeli higher education system, in an attempt to show that there is a market failure. Since controlling bodies do not have complete information about the quality of academic programs and there is low sensitivity to quality variations, high quality institutions do not have sufficient incentives to maintain high quality. Based on this analysis, policy implications regarding the required structural changes are drawn.     

Attendance manipulation and efficiency in Chile’s school voucher system

To improve the quality of education, one can either directly reward performance or introduce school choice, private provision, and demand subsidies. The Chilean voucher scheme combines both approaches: an attendance-related subsidy favors school choice and creates incentives for schools to promote attendance throughout the year. With imperfect monitoring, however, institutions may respond by manipulating performance indicators. By analyzing audit data, we find evidence that a large fraction of Chilean schools – including public schools – over-report attendance, with a higher prevalence among for-profit and under-achieving institutions. Expenditure data suggest that manipulation among for-profit schools seems to follow rent extraction purposes rather than educational goals.     

校企合作下高职学生管理工作的探讨

就新时期的高等职业技术院校在开展校企合作中产生的学生管理问题进行了探讨,分别从明确管理目标、选准合作企业、明确管理主体、发挥企业职能以及健全考核机制、完善奖惩制度等六个方面进行了阐述,对当前面临的新问题进行探索。     

高校心理咨询教师职业倦怠之探析

职业倦怠是发生于人际工作者的一组情感衰竭、人格解体和个人成就感降低的综合症状。由于不能满足自我实现的需要、压力过大而形成的无助感及缺乏工作的激励力量,高校心理咨询教师的职业倦怠普遍存在。对此,作者提出了提高心理咨询教师对职业倦怠的认识,增强自我效能感和释放压力,寻求多方面的帮助、支持与关怀三项应对策略。     

社会主义市场经济条件下高等教育运行机制的基本框架

在计划经济条件下 ,调节和提高高等教育发展速度、规模、结构、质量和效益的要求常常来自高等院校外部。在社会主义市场经济条件下的高等教育运行机制中 ,则存在着一种内在的驱动力和激励机制去推动高等院校保持适当的发展速度和规模 ,不断优化结构 ,提高办学质量和效益。建立健全完善的社会主义市场经济条件下的高等教育运行机制 ,对于调节高等教育发展速度与规模 ,优化高等教育结构 ,提高高等教育质量和效益 ,对于推动我国高等教育事业健康平衡地发展 ,具有十分重要的意义。     

浅议小额保险及其可持续发展

从小额保险商业性与社会公益性的双重特征出发,通过对微型金融机构、一般的非政府组织、商业保险公司这三大承保机构的经营特征加以分析,阐述小额保险不同经营主体差异化的经营动机及各主体内在的局限性,从而提出相应的协调互补发展策略,并为促进小额保险在我国健康可持续的发展提出建议。