PERSPECTIVES ON THE INSTRUCTION OF BIOLOGICAL AGING COURSES

Courses in biological aging are becoming increasingly common and necessary in college curricula for several reasons. At the same time, there is a lack of guidance for instructors regarding necessary content in such a course, which is in part perpetuated by uncertainty about the background of students who need this instruction and a lack of consistency in the content and style of human aging textbooks. In this article, the authors, as instructors who have taught undergraduate level human biological aging courses for many years, describe the areas of study and needs of students likely to enroll in such a course and also detail strategies and organizational methods found to be advantagous in teaching this material in a coherent and understandable manner to a largely nonscience major student cohort. Strategies discussed include alteration of course content, decompartmentalization of topics, relation of biological topics to social science reference points, and contrasting “universal” and pathological age‐related changes. Also included is an outline of the content and order of subjects that the authors have found through experience to be successful in the instruction of a biological aging course.     

The Socialization of Emotion: Learning Emotion Management at the Fire Station

In a variety of fields, particularly human service occupations, the management of emotion is a precondition of employee and client well being. Based on qualitative data from participant observation and interviews, this study examines how firefighters are socialized to manage feelings and emotional displays. It concludes that firefighters recognized a need to manage their own emotions and those of their clients in order to deliver adequate service. Veteran firefighters facilitated the use of emotion labor techniques among newcomers by considering the emotion management knowledge and capabilities of job candidates during employee selection processes, providing habituated emotional events, and reinforcing customer service expectations. Newcomers actively participated in their own socialization to local emotion expectations through observational information seeking, retrospective surveillance, and performance of a normative newcomer role demeanor. The article concludes by offering practical and theoretical implications.     

Faculty in Transition: A Longitudinal Analysis of Perceived Control and Type of Institution in the Research Productivity of Newly Hired Faculty

The systemic changes facing postsecondary institutions today pose a threat to the quality of academic programs unless new faculty can be successfully attracted and retained. To be more competitive in the recruitment and retention of faculty, a better understanding is needed of the adjustment experiences of newly hired faculty. Our study examined the adjustment of new hires at the point of entry into their institutions using research productivity as one indicator of adaptation. It was expected that perceived personal control, age, gender, and type of institution would relate to research productivity. At the beginning of their first and second year, newly hired faculty in three different types of postsecondary institutions responded to a comprehensive questionnaire concerning their initial adjustment experiences. A path analysis indicated both direct and indirect linkages between the independent variables of interest and research productivity. Substantial direct paths were found between the institution type and research productivity, specifically for the research I and liberal arts/comprehensive institutions, and to a lesser degree, between age and research productivity. Age, the research I university, and the liberal arts/comprehensive universities had direct effects on two measures of perceived control and were linked indirectly to research productivity via perceived control. Perceived control resulting from the personal qualities of the faculty members was instrumental to research productivity, whereas perceived control resulting from activities initiated by faculty members were not related to productivity. Surprisingly, gender was not related to research productivity through either direct or indirect paths. If the adjustment of newly hired faculty is viewed in terms of research productivity, then these results suggest that perceived control, the milieu of research-oriented institutions, and age (to a limited extent), are important predictors of faculty performance.