一流大学建设高校海归教师科研表现自我评价的调查分析

高校海归教师是归国留学人员的重要组成群体,他们知识储备丰富、国际化视野宽广。本研究基于跨文化再适应视角,采用问卷调查的方式,对41所一流大学建设高校的1417名海归教师回国后的科研表现及其主要影响因素进行调查分析。调查结果显示,海归教师对其在课题申报和成果发表方面的评价不高;其在海外学习和工作期间的适应情况、对院系工作氛围的认同程度以及与海外导师、同事或同门开展合作的频率,对海归教师的科研表现具有显著的正向影响。     

高校开展专业信息素质教育的探讨

信息素质教育和专业素质教育有着极为密切的关系。文章提出开展专业信息素质教育的构想,即将信息素质教育融入院系专业教学工作中,数字化信息资源与教材配套使用,在专业课教学过程中渗透对数字化信息资源的学与用,藉此实现专业素质教育和信息素质教育的兼顾和双赢,解决长期困扰高校信息素质教育被动无力难题,并对其可行性和实施步骤进行初步的探讨。     

美国高等教育发达的背后:教授发表同行评审期刊文章之比较研究

为探讨美国高等教育发达背后的动力,本文通过人口统计特征、专业领域、个人成就与机构声望四个维度对美国四年制大学中在美国出生与在外国出生的教授发表的同行评审期刊文章进行比较。结果表明,在外国出生的教授发表的同行评审期刊文章数超过在美国出生的教授。可见,美国高等教育的强大在很大程度上归功于他们引进的杰出人才。如果中国将作为大国崛起,美国引进杰出人才的经验值得借鉴。     

论大学教师专业发展的途径

大学教师的专业化发展是高校教师资源开发和学科建设的核心内容,它在保障和提升大学教育质量方面发挥了重要作用。各国大学教师专业发展的内容、程度和实现途径虽不尽相同,但也存在诸多相通之处。本文主要从学术研究、学位课程学习、教学实践和国际教育交流四个方面,论析当今大学教师专业发展的途径及其作用。     

美国高校教师发展浅析——以密歇根大学学习和教学研究中心为案例

密歇根大学学习和教学研究中心是美国高校教师发展机构中的典型代表,中心在机构设置、目标、主要活动方面都形成了鲜明的特色,并在项目和服务上都有所创新,取得了良好的成效。     

论大学教师学术创新力的基础:学术综合交叉能力

学术综合交叉能力是大学教师创新力的重要心理基础。本文从大学教师学术综合交叉能力的必要性、大学教师学术综合交叉能力的内涵以及大学教师学术综合交叉能力提高的策略三方面论述了大学教师创新力的重要基础。大学教师学术综合交叉能力的研究应该引起大学教师学术创新力研究领域的关注。     

地方综合性大学师资国际化的对策

在区域性经济发展、外向型经济的推动下,各地方综合性大学纷纷制定了国际化的发展战略。输送适应地方经济发展的创新型人才的目标对地方综合性大学的师资提出了更高的要求。为了达到这一目标,地方综合性大学的师资国际化发展变得刻不容缓。但地方综合性大学的师资国际化还存在诸多不足,需要地方政府、地方综合性大学以及教师齐心协力,共谋发展大计。     

The case for democratic governance in Canada's community colleges

Although the tradition of bicameral governance is well established in Canada's universities, in no province do community colleges operate under a similar principle. In fact, there is no statutory role for college faculty in governance, either through a senate or a senate-like body. This article argues the case for greater democracy in the governance of colleges and, in doing so, analyzes the role of college governance. The conclusion reached is that, while more democratic and participatory governance may be argued on conceptual grounds, it would also improve morale, trust, and communication within the college sector.     

The income consequences of the all-doctorate marriage

Income levels and percentage change in 1971–1975 income were regressed on personal and institutional variables for husband and wife doctorates holding full-time academic positions. Results of the composite equation indicate a $1,254 premium associated with being male after controlling for the other variables. Composite results also indicate a negative relationship between income for one spouse and the perceived opportunities for employment of the other spouse. Separate equations for the spouses indicate that this result related only to the wives' perceived opportunities of their husbands' income. By eliminating individuals with education doctorates and substituting the husbands' weights for the wives', the $1,254 differential was partially eliminated. The remaining differential between husbands' and wives' income was due to the greater involvement of the males in consulting and administration, greater involvement of the women in education, and fewer number of years of full-time experience of the wives. Comparison of income changes in both the composite and separate equations indicate that the wives received an 8–9% greater income increase than their husbands.     

A Loyalty Tax? National Measures of Academic Salary Compression

This paper presents measures of faculty salary compression for 1993 and 1999 based on national, rather than institutional-level, data. Using a recently developed technique and two national faculty surveys, actual junior to senior salary ratios are derived as well as predicted salary ratios that represent what the salary ratios would be if junior and senior faculty were similarly compensated for their productive traits. The analysis, which considers three alternative definitions of junior faculty and stratifies results by institutional type, produces an overall finding of no salary compression. A limited number of disciplines, including business and economics, however, do exhibit signs of salary compression.