Faculty Organizational Commitment and Citizenship

Building on a theoretical framework that links characteristics of individuals and their work settings to organizational commitment (OC) and citizenship behavior, this study considers why faculty may be disengaging from institutional service. Analyses of survey data collected from a state system of higher education suggest that job characteristics, exchanges and social learning are associated with faculty members’ OC. For instance, opportunities for advancement and research support, as well as responsiveness of administrators to faculty, contributed to the likelihood that faculty would accept a position at their institution again if given the chance. Commitment, however, did not significantly affect time spent on institutional service. Two job characteristics—time spent on research and time spent on teaching—were negatively associated with this behavior.     

运用真实生命体创建真实自然环境的多感官参与原文选自Rowman & Littlefield 出版社2014年出版的《多感知博物馆:基于触摸、声音、嗅味、空间与记忆的跨学科视野》(The Multisensory Museum:Cross-Disciplinary Perspectives on Touch, Sound, Smell, Memory and Space)一书的第4章。因杂志版面限制，中译稿有少量删节。

本文从植物等真实生命体在植物园中的运用实例出发,探讨围绕多感官体验的博物馆新型展览的构建。博物馆如何借鉴植物园中的相关经验来满足观众的学习与体验需求,同时促进观众间的互动和交流沟通,通过触摸真实植物等来开展自然基础教育,这值得我国博物馆尤其是自然科学博物馆借鉴。     

Which ingroup,when? Effects of gender,partisanship, veteran status,and evaluator identities on candidate evaluations

Military service is acknowledged as one of many elements voters use to evaluate candidates, but it has primarily been studied as a univariate element of a candidate’s biography. This project experimentally manipulates veteran status, gender, and partisanship as potentially interactive heuristics for evaluation of a hypothetical candidate specifically regarding military issues. We found an almost universal benefit enjoyed by veterans over civilians regardless of whether the candidate was a member of the participant’s partisan ingroup or outgroup. We also found little evidence of a gender penalty, and even a benefit for women candidates who were veterans, though this benefit was restricted to evaluations from Republican women. We also found that Democratic respondents assigned a penalty to outgroup veteran men candidates. We explain these nuanced findings in the context of moderation by gender mis/alignment between participant and candidate. Implications of the study are offered.     

An Educational Intervention Designed to Increase Women's Leadership Self-Efficacy

Women are sparsely represented in leadership in academic science, technology, engineering, mathematics, and medicine (STEMM). Cultural stereotypes about men, women, and leaders influence the attitudes, judgments, and decisions that others make about women and the choices women make for themselves. Multilevel interventions are needed to counteract the impact of these pervasive and easily activated stereotypes, which conspire in multiple ways to constrain women's entry, persistence, and advancement in academic STEMM. We describe an individual-level educational intervention. Using the transtheoretical model of behavioral change as a framework, we assessed the success of a semester course on increasing women's leadership self-efficacy for the first three cohorts of course participants (n = 30). Pre/post questionnaires showed gains in leadership self-efficacy, personal mastery, and self-esteem, and decreases in perceived constraints. Qualitative text analysis of weekly journals indicated increasing leadership self-efficacy as course participants applied course information and integrated strategies to mitigate the impact of societal stereotypes into their own leadership practices. Follow-up queries of the first two cohorts supported the enduring value of course participation. We conclude that providing strategies to recognize and mitigate the impact of gender stereotypes is effective in increasing leadership self-efficacy in women at early stages of academic STEMM careers.