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1.
Fordham University faculty members rejected collective bargaining in a National Labor Relations Board (NLRB) supervised election in the spring of 1975. The present study was conducted prior to the election. Relationships between faculty members' attitudes toward collective action and their perceptions of the quality of the organizational characteristics of the University were examined.The study was based on modern organization theory which contends that the needs of organizational participants must be satisfied and integrated with organizational goals to maximize output and to minimize the potential for dysfunctional behavior of the participants.The findings supported theory. Faculty members were less supportive of collective action when they perceived administrator-faculty and intrafaculty relationships, motivation processes, and communication processes to be at levels conducive to meeting their needs.  相似文献   

2.
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.  相似文献   

3.
Few faculty members are immune from the deleterious impact of neoliberal values, policies and practices that have resulted in the “corporatization” of universities, with the reduction of teaching and research to “products” and faculty to “producers,” and students to “clients.” The role of faculty governance in this process has been debated yielding diverse perspectives on its effectiveness in challenging this influence, particularly, in regard to the role of democratic decision making at the college-level of governance where administrators may push for furthering market-driven agendas. This critical action research project highlights how two faculty assembly leaders facilitated participatory decision making as they re-conceptualized their leadership roles as team-based representatives, and developed multiple communicative networks that supported faculty voice and leadership listening at the grassroots level—two processes that may thwart corporatization and marketization at the college-level. This article highlights how characteristics of desired communication practices for more democratic decision making at the college-level lay the groundwork for building the collective faculty capacity to respond in a timely manner to neoliberal agendas.  相似文献   

4.
This study explored the relationships between faculty scholarly learning, faculty teaching learning, institutional support, faculty demographics, disciplinary groups, working conditions, and career outcomes such as retention, productivity, satisfaction, and career agency. We found that the stronger the scholarly learning faculty members reported, the more institutional and unit support they perceived for learning, the more satisfied they were, the less likely they were to intend to leave their institution, and the more career agency they reported. Similarly, we found that faculty members who reported more learning related to teaching reported a decreased intent to leave the institution and increased career agency. We draw implications for the development of work environments that support scholarly and teaching learning.  相似文献   

5.
Researchers have suggested that questionnaire item sensitivity may be a possible source of response bias in investigations using mail surveys. In conducting job satisfaction studies of faculty members in higher education, investigators have assumed that job satisfaction items are not highly sensitive to faculty members and do not vary in their degree of sensitivity. The purpose of the present research was to assess the degree of sensitivity of various job satisfaction items to faculty members and to identify dimensions of faculty members' sensitivity to these items. Results from a questionnaire returned from 354 faculty members at a large university showed that their sensitivity to job satisfaction items centered primarily in three areas: (1) concern with extrinsic job factors, (2) concern with department head actions, and (3) concern with promotion and salary. On the whole, item sensitivity appeared to be rather low. Implications and suggestions for future research are discussed.  相似文献   

6.
This analysis reviews the research that has been done on the connection between research productivity or scholarly accomplishment of faculty members and their teaching effectiveness (as assessed by their students). On average, there is a very small positive association between the two variables. To understand this relationship better, extant research was explored for factors that might mediate either positive or inverse associations between research productivity and teaching effectiveness and those that possibly could be common causes of them. Pedagogical practices and dispositions of faculty members, as well as certain course or class characteristics (size of class, electivity of course), were examined as potential mediating factors. Potential common causes investigated were academic rank and age of faculty members, their general ability, their personality characteristics, and the amount of time or effort they spend on research activities. The association between research productivity and teaching effectiveness was explored further by considering whether its size and direction varies by career stage of faculty members, their academic discipline, and the type of college or university in which they teach.  相似文献   

7.
Recent reports confirm that the European Higher Education Area is conditioning the satisfaction of Spanish faculty members, resulting in a greater number of early retirements. The present study, framed within the context of the research, development and innovation project ‘Fuga de Talentos: Un estudio sobre los motivos que han condicionado a profesores universitarios con experiencia a abandonar la profesión docente. Diseño de una propuesta (EDU2012-37068)’, intends to understand the factors that influence their decision to retire early. This study is based on the mixed sequential explanatory strategy, using logistic regression analysis techniques with a sample of 311 faculty members. The results showed differences in the factors that influence the decision-making of active faculty members who are near (aged 51–60) or approaching (aged 61–65) retirement. Their professional satisfaction, feelings and the reasons for retiring influence their decision about retiring, explaining the culture of early retirement and the loss of human capital in Spanish universities.  相似文献   

8.
This paper explores how gender influences the way that faculty members are held accountable to gendered societal expectations related to scientists, faculty members, and leaders. In particular, women faculty members in the sciences, particularly those who lead large research groups, may be at a triple disadvantage: they must act in ways that contradict ideals of femininity in these multiple aspects of their professional lives. The data for this inductive, largely exploratory analysis come from a mixed-methods qualitative study of five chemistry research groups at a research-intensive US university. I find that gendered expectations do impact the way that men and women faculty are evaluated by their students, particularly the way that women faculty are judged.  相似文献   

9.
Very few studies have examined issues of work-life balance among faculty of different racial/ethnic backgrounds. Utilizing data from Harvard University’s Collaborative on Academic Careers in Higher Education project, this study examined predictors of work-life balance for 2953 faculty members from 69 institutions. The final sample consisted of 1059 (36%) Asian American faculty, 512 (17%) African American faculty, 359 (12%) Latina/o faculty, and 1023 (35%) White/Caucasian faculty. There were 1184 (40%) women faculty and 1769 (60%) men faculty. The predictors of worklife balance included faculty characteristics, departmental/institutional characteristics and support, and faculty satisfaction with work. While African American women faculty reported less work-life balance than African American men, the reverse was true for Latina/o faculty. In addition, White faculty who were single with no children were significantly less likely to report having work-life balance than their married counterparts with children. Faculty rank was a significant positive predictor of work-life balance for all faculty. Notably, the findings highlight the importance of department and institutional support for making personal/family obligations and an academic career compatible. Institutional support for making personal/family obligations and an academic career compatible was consistently the strongest positive predictor of perceived work-life balance for all faculty. In addition, satisfaction with time spent on research had positive associations with work-life balance for all faculty, highlighting how faculty from all racial/ethnic backgrounds value being able to spend enough time on their own research.  相似文献   

10.
This article reports on the impact of organized research centers on professional effort, productivity, and perceptions of work satisfaction for life sciences faculty members at research intensive universities’ medical schools in the U.S. Results indicate that senior center-affiliated faculty members taught less but worked more total hours than peers not affiliated with centers. Senior affiliated faculty members were more productive than their non-affiliated peers and were more likely to be principal investigators on externally funded grants. Center-affiliated faculty members were more likely to be dissatisfied with their mix of activities and workload but more likely to be satisfied with job security and autonomy. Implications beyond this context are suggested. Sarah A. Bunton is a Senior Research Associate at the Association of American Medical Colleges in Washington DC. She received her B.A. from the University of Chicago, her M.A. from the University of Minnesota, and her Ph.D. in higher educational policy also from the University of Minnesota. Her research interests include postsecondary faculty work life and satisfaction, higher education organization, and student development. William T. Mallon is Assistant Vice President and Director of Organization and Management Studies at the Association of American Medical Colleges. Dr. Mallon received his B.A. and M.A. from the University of Richmond and his M.Ed. and Ed.D. in higher education policy from Harvard University. His research interests focus on the ways in which academic medical centers recruit and retain faculty and administrative leaders and the interorganizational relationships among medical schools, teaching hospitals, and parent universities.  相似文献   

11.
Professional development at postsecondary institutions has primarily been supported through a central faculty development center. With purposive sampling, this small case study explored the ways in which teacher education faculty members were influenced to participate in decentralized professional development focused on learning to teach with WebCT. Results suggest that university faculty were influenced by both intrinsic factors (including convenience, comfort, common interests, and future purposes) and an extrinsic factor (external pressures). This research suggests that these factors also contributed to the faculty's satisfaction with the professional development. A follow-up interview explored how faculty coped with budgetary limitations and encouragement to pursue other distance education technologies.  相似文献   

12.
This narrative research study was conducted to explore the experiences of full-time community college faculty members involved in student learning outcomes assessment. Prior research documented the need for more community college faculty involvement with assessment at the program and institutional levels (Grunwald & Peterson, 2003; Kinzie, 2010; Nunley, Bers, & Manning, 2011); however, little research had been published about faculty experiences with assessment at these levels. This study adds to the body of literature about community college faculty participation with assessment by sharing the perspectives of faculty members who had participated with either program or institutional assessment on their campus. One-hour semi-structured interviews with nine participants at three different 2-year institutions recognized for their assessment processes provided the data for the study. The size of this study was limited to nine participants so that an in-depth exploration of each participant’s experience with assessment could be conducted. The shared experiences of the participants in this study revealed that faculty involvement with assessment beyond the course level was primarily influenced by faculty perception of assessment being valued as a tool for institutional improvement. Three indicators of the value placed on assessment by these institutions were that they: (a) allocated resources (time and training) for assessment, (b) clearly articulated the goals of assessment at their institution, and (c) demonstrated how assessment results were used in institutional decision-making. This study also revealed that faculty members’ prior experience working with assessment and individual skills or abilities also influenced decisions to become involved with assessment.  相似文献   

13.
This study determined full‐time faculty members’ perceptions of and involvement in community services at community colleges in Ohio. A total of 249 full‐time faculty responded to the survey instrument representing 83.0% of the total sample. Data were analyzed by either the t test or the one‐way analysis of variance and Scheffe's post hoc analysis.

Results showed that involvement in planning and teaching within community services seem to be a key factor relative to how full‐time faculty perceive community services activities. Moreover, certain personal and professional characteristics of full‐time faculty members seem to influence their attitudes toward and their involvement in community services.  相似文献   

14.
Undergraduate research (UR) is a valued co-curricular activity that has involved an increasing number of students and faculty members in recent years. While there is a growing body of research on student participation in UR, there is less research available examining faculty perceptions of, participation in UR, and how those factors influence student participation in UR. This study examined approximately 110,000 responses to the National Survey of Student Engagement and 40,000 responses to the Faculty Survey of Student Engagement at over 450 four-year institutions. Findings revealed that individual and institutional characteristics predicted student and faculty member involvement and that the majority of faculty members perceived UR to be of importance. Implications for fostering faculty involvement, student success, and viewing UR as an institutional asset are discussed.  相似文献   

15.
本文对研究型大学专任教师在科研和教学任务均较为繁重情况下的工作满意度进行了探讨。通过对国内A大学367名专任教师进行问卷调查,结果显示:A大学教师满意度水平处于中等略微偏上,在教学、学术交流、工作条件、人际关系方面满意度较高,但在科研、国际化等方面满意度不高;在满意度的各维度上,不同性别、不同科类、不同学历、不同职称教师之间存在显著性差异;此外,A校教师普遍感觉工作压力较大,且学历越高压力越大。这一研究发现对于制定研究型大学管理政策具有相当的参考意义。  相似文献   

16.
Abstract

This research examines how faculty members in higher education collaborate with colleagues, their collaborative professional work, the nature of these collaborations, and the benefits they get from it. Research findings show that collaborations are perceived as one of the important components of academic and professional development. The findings indicate issues about the characteristics and nature of collaborations as well as about colleagues with whom faculty members prefer to collaborate, the ways in which they collaborate, the advantages of collaborations, and the important role that academic leaders and institutions play in encouraging collaborations.  相似文献   

17.
An oft-cited maxim in higher education is that “faculty teach the way they were taught” because they receive little formal training in teaching before entering the classroom. However, little is known about the origins of faculty knowledge about teaching or the role their prior experiences play in the development of their teaching practices. In this exploratory study, we interviewed and observed 53 science, technology, engineering, and mathematics faculty at three research institutions. Using qualitative analysis methods (i.e., thematic and causal network analysis), we find that faculty do not only model their teaching after previous instructors, but also draw upon a varied repertoire of knowledge and prior experiences. These include knowledge derived from their experiences as instructors (46 respondents), their experiences as students (22 respondents), their experiences as researchers (9 respondents), and from their non-academic roles (10 respondents). In-depth analyses of two faculty members elaborate on the relationship between these varied types of prior experiences and how they interact with other factors including beliefs about teaching, instructional goals, and features of the organizational context to ultimately shape their classroom practice. The results suggest that instead of assuming that faculty lack any knowledge about teaching and learning, professional developers and policymakers should instead acknowledge and build upon their preexisting “craft” knowledge as professional teachers. Future research should focus on relationships between specific types of knowledge and teaching practice and how these varied experiences influence identity formation.  相似文献   

18.
Existent research indicates that postsecondary Black faculty members, who are sorely underrepresented in the academy especially in STEM fields, assume essential roles; chief among these roles is diversifying higher education. Their recruitment and retention become more challenging in light of research findings on work life for postsecondary faculty. Research has shown that postsecondary faculty members in general have become increasingly stressed and job satisfaction has declined with dissatisfaction with endeavors and work overload cited as major stressors. In addition to the stresses managed by higher education faculty at large, Black faculty must navigate diversity-related challenges. Illuminating and understanding their experiences can be instrumental in lessening stress and job dissatisfaction, outcomes that facilitate recruitment and retention. This study featured the experiences and perceptions of Black faculty in science education. This study, framed by critical race theory, examines two questions: What characterizes the work life of some Black faculty members who teach, research, and serve in science education? How are race and racism present in the experiences of these postsecondary Black faculty members? A phenomenological approach to the study situates the experiences of the Black participants as valid phenomena worthy of investigation, illuminates their experiences, and seeks to retain the authenticity of their voices.  相似文献   

19.
Non-tenure track faculty members (NTTF) constitute what has been referred to by scholars as the new faculty majority. The growing numbers of NTTF have led to debates about the role they should play in shared governance. Currently, however, an overall lack of empirical knowledge exists regarding the status of their involvement in institutional governance. Using data from highest research activity doctoral universities, this study investigated current standards related to NTTF eligibility for election to institution-wide faculty senates. We also explored what these faculty governance standards and criteria reveal about the status and position of NTTF within the professoriate.  相似文献   

20.
ABSTRACT

This study expanded on previous models that looked primarily at student and support factors related to student retention and examined other stakeholder group functions not previously reviewed in relation to student retention. The research question assumed that greater faculty participation in campus decision-making and faculty satisfaction would have been associated with a higher campus student retention rate. The non-experimental retrospective design examined the unanalyzed 2007 community college (CC) Changing Academic Profession (CAP) survey in relation to campus retention rates. The CAP captured faculty perceptions of whether faculty or non-faculty entities were the primary influence on decisions regarding academic matters, as well as a rating of faculty satisfaction. Analysis indicated that CC faculty rated their participation in campus decision-making versus non-faculty entities similarly to the ratings of faculty who had completed the CAP at four-year institutions. When compared with the 2007 retention rate per campus, only faculty job satisfaction was statistically significantly positively associated with student retention. Recommendations for future research include continuing to look at retention as an outcome of a multi-factorial model involving all campus stakeholders, and more research with retention as the outcome.  相似文献   

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