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1.
Guided by Hagedorn’s (2000) theory of faculty job satisfaction, mindful of social and organizational structures of higher education, and acknowledging recent changes in the academic labor market, this study examines satisfaction for approximately 30,000 tenured and tenure-track faculty members in 100 US colleges and universities. Findings revealed similarity between female and male faculty members in some aspects of work satisfaction, but difference in other areas in which women reported lower satisfaction. Findings also revealed that perceptions of department fit, recognition, work role balance, and mentoring are more important to women faculty’s satisfaction than male peers. Implications for policy and practice are discussed. 相似文献
2.
As one aspect of a study on faculty career development, relationships between work and life away from work were explored for 112 faculty members. The sample, from one department in the humanities and one in the natural sciences and from two professional schools, was stratified by academic rank and sex. The study employed in-depth interviews followed by questionnaires. Results of regression analyses indicated that both aspects of work and life outside of work were related to work satisfaction; likewise, work as well as nonwork conditions were associated with satisfaction in life away from work. Second, work and aspects of life away from work exerted indirect effects on life satisfaction. Finally, and unlike the general population, academics appeared to experience a high degree of spillover between work and life away from work. 相似文献
3.
This research analyzed faculty evaluations of college presidents' role performance with the intent of identifying underlying dimensions and to ask further which dimensions predicted faculty satisfaction with presidents. Data were gathered from 896 faculty members from two technical colleges, three community colleges, two private universities and three public universities in a Western state. The factor analysis revealed three relatively independent dimensions of the presidential role: personal-public image, faculty and student interaction with presidents, and absence of autocratic leadership style. The personal-public image was the most important dimension and predicted faculty satisfaction across the four types of institutions of higher learning. Faculty-student interaction with the president, while not as important a dimension of the presidential role, predicted faculty satisfaction in three institutional types, but not in public universities. The absence of autocratic leadership style predicted satisfaction in community and technical colleges. 相似文献
4.
Morris A. Horowitz 《Higher Education》1974,3(3):341-352
While tradition is the basic factor that keeps the Spanish university system tied to rigid and outmoded academic programs, a second important factor is the vested interest of the senior faculty. University faculty attain their full professorship through an archaic open competition which has endowed the position with high social and political prestige and with the opportunity of earning a high income from consulting outside the university. Within the university the full professor is a government bureaucrat with life-time tenure, and all the lower ranked professors within his field of specialty work for him. With only minor success university students are rebelling against this archaic system in an effort to liberalize and modernize the academic programs. Even the Ministry of Education has avoided a frontal attack against the system. The government is establishing new autonomous universities, with flexible and modern academic programs, and an administration similar to that found in most American universities. 相似文献
5.
L. Earle Reybold 《Innovative Higher Education》2008,32(5):279-295
This study examined the experience of faculty ethicality in education. Research questions focused on faculty characterizations
of professional ethics, related socialization experiences, and responses to dilemmas. Interviews were conducted with 32 faculty
members and analyzed using the constant comparative method. Findings describe the experiential dimensions of faculty ethicality
and the influence of a higher education ethos on professional reasoning and decision making. The tenure and promotion process
is the most influential dimension; but faculty reward systems in general, as well as personal and family identification, also
help to structure ethicality. Four elements of academic ethicality are discussed: standard, information, diversity, and integrity.
相似文献
| L. Earle ReyboldEmail: |
6.
The present study examined the patterns of perceived management functions of deans and department chairpersons in three schools: social sciences, physical sciences and medical school. In all schools, deans were perceived as paying utmost attention to outside activities, and least attention to inside activities. The study explored the relationships between personal career data and scales of perceived managerial functions on one hand, and between job satisfaction and management functions on the other hand. Articles were found to be negatively correlated with perceptions of managerial functions in all schools. Seniority, rank, and tenure were positively associated with inside activities of the dean and the chairperson in the social sciences. Managerial functions were positively related especially to satisfaction with governance. The implications of the results were discussed and elaborated. 相似文献
7.
Jiri Mudrak Katerina Zabrodska Petr Kveton Martin Jelinek Marek Blatny Iva Solcova Katerina Machovcova 《Research in higher education》2018,59(3):325-348
The effects of changing academic environments on faculty well-being have attracted considerable research attention. However, few studies have examined the multifaceted relationships between the academic work environment and the multiple dimensions of faculty well-being using a comprehensive theoretical framework. To address this gap, this study implemented the Job Demands-Resources (JDR) model to investigate how job demands/resources in the academic environment interact with multiple dimensions of faculty well-being. The study participants were 1389 full-time faculty members employed in public universities in the Czech Republic. The participants completed a questionnaire assessing perceived job resources (influence over work, support from supervisor and colleagues), job demands (quantitative demands, work-family conflicts and job insecurity) and three dimensions of faculty well-being (job satisfaction, stress and work engagement). A structural equation model was used to test the effects of “dual processes” hypothesized by the JDR theory, i.e., the existence of two relatively independent paths between job demands/resources and positive/negative aspects of faculty well-being. The model showed a very good fit to our data and explained 60% of the variance in faculty job satisfaction, 46%, in stress and 20% in work engagement. The results provide evidence for the dual processes, including the “motivational process” (i.e., job resources were related predominantly to work engagement and job satisfaction) and the “health impairment process” (i.e., job demands were predominantly associated with stress, mostly through work-family conflict). The study expands current research on faculty well-being by demonstrating the complex, non-linear relationships between academic work environments and different dimensions of faculty well-being. 相似文献
8.
Glenn R. Pellino Robert T. Blackburn Alice L. Boberg 《Research in higher education》1984,20(1):103-115
Faculty and administrators responded to 32 activity statements related to scholarship on a frequency basis and on the characteristicness of the role. Approximately 1,000 faculty members in 24 colleges and universities and 55 administrators from 5 of the schools participated. Factor analysis revealed 6 dimensions of scholarship — professional activity, research (publishing), teaching, service, artistic endeavor, and engagement with the novel, the last being a new conception, one valued highly by both faculty and administrators in all types of colleges and universities. Significant differences appeared with respect to faculty and administrative views on the importance of research in regional universities. 相似文献
9.
在美国,高等院校、高校教师专业组织和以政府为代表的科研资助者三类主体的不同规约组成了高校教师专业伦理的规范体系。相关规范以维护源自洪堡的"教学与研究相统一"、"学术自由"等理念为出发点,就高校教师对学术、学生、同事、所在的学术共同体、社会的专业责任进行规定,并设计了严谨的执行处理机制。总结美国的经验,对我国相关规范的建设具有借鉴意义。 相似文献
10.
Interdisciplinary work within higher education has increased significantly over past decades (Amey 2004; Creamer and Lattuca
2005). However, the professional implications of interdisciplinary research and instruction for the faculty members who engage
in such academic work remain unclear. This study of science educators who hold appointments in two academic departments begins
to address this empirical gap. The outcomes provide insight into the factors that influence the professional lives of these
faculty members. The knowledge gained from the study will provide mentors, colleagues, and administrators insight into the
challenges facing academics undertaking this work. Further, this research seeks to inform policy makers in regard to how tenure
and promotion is determined for jointly appointed faculty in science education and other interdisciplinary fields.
相似文献
| Matthew M. MarsEmail: |
11.
Eric Gould 《Higher Education in Europe》2006,31(3):241-249
To define “contractual regulations and institutional practices” for university faculty we need to consider significant changes in academic work in the last two decades. On the one hand, there persists the traditional view of disciplinary knowledge as valuable for its own sake; on the other, universities are a driving force in providing intellectual capital for the new knowledge society. While academic contracts have traditionally focused on defining work regulations and guidelines, faculty freedoms, tenure and so on, within the disciplinary framework, today these issues are deeply dependent on how the university's post‐Fordist organizational model (centralized controls, disaggregated models for managing knowledge) delivers knowledge in which symbolic and exchange values can play conflicting roles. 相似文献
12.
Linda K. Johnsrud 《Higher Education》1995,30(1):17-35
The purpose of this study was to explore the perceptions of Korean academic women regarding their faculty careers within Korean universities. Personal interviews were conducted with thirteen female faculty members as well other informants (administrators, male faculty and graduate students) at three large private universities in the Republic of Korea: Yonsei University, Ewha Women's University and Dankook University. The study focuses on 1) the experience of Western-trained academic women in securing faculty positions in Korean universities, 2) the work load and responsibilities of women faculty within the academy, and 3) the impact of their personal lives and social roles on their professional achievement and satisfaction. Comparisons are drawn between the experiences of these Korean academic women and what we have learned about the experiences of academic women in Western institutions.An earlier version of this paper was presented at the annual meeting of the Comparative and International Education Society, Annapolis. 相似文献
13.
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
14.
高校教职的聘任是实行终身聘任制模式还是实行聘任合同制模式,一直是学界争论的一个焦点。分层线性模型对107位拥有高级教职的科研工作者成果的追踪研究表明,社会资本的获取使科研人员在职业生涯中始终可以保持高产出状态。这一过程事实上是一种"学术寻租"行为,研究型高校实行终身教职聘任制更有利于减少这种"学术寻租"的出现,因而优于聘任合同制。 相似文献
15.
美国大学集体谈判制度的形成与发展 总被引：4，自引：0，他引：4
集体谈判是大学管理当局与教师代表通过协商谈判,雇佣双方达成关于各自应该履行的责任和权利、义务关系等方面的协议.美国大学集体谈判制度产生的主要原因是保障高校教师的经济、职业安全,争取学术自由与终身聘任制等方面的合法权益.美国教师联合会和全国教育协会的积极推动促成了集体谈判制度的建立,美国大学教授协会的认可则是集体谈判制度得以推行的重要影响因素.集体谈判制度在保护高校教师的学术自由与终身聘任制权利方面发挥了十分重要的作用,成为美国高校教师管理中较有特色的一种制度. 相似文献
16.
为调节“双一流”高校教师工作压力、激发教师队伍创新活力,使用微观调查数据,基于个人-环境匹配理论和双因素理论,构建了高校教师工作压力与科研产出的有调节的中介模型。研究发现：“双一流”高校教师普遍面临较高的工作压力,对其论文产出与其他科研产出均有显著的负向影响;对工作本身的满意度和对工作外在条件的满意度在教师工作压力与其论文产出或其他科研产出的关系中均起中介作用,相比对工作本身的满意度,对工作外在条件的满意度所产生的中介效应更大;职称的内部流动性能够有效缓冲工作压力对教师工作外在满意度的负向影响,进而降低对其科研产出的消极影响,尤其是对论文产出数量与质量的消极影响。基于研究发现,对于提升“双一流”高校科研产出的数量与质量、促进高校教师科研创新提出三点对策建议：一是建立支持型的教学与科研环境,采取有效举措缓解教师的工作压力;二是满足教师对工作的内在与外在需求,提高教师对工作本身及其外在条件的满意度;三是提高高校教师职称的内部流动性,结合教师评价改革深化职称制度改革。 相似文献
17.
18.
This study sought to understand predictors of faculty satisfaction with promotion and tenure processes and reasonableness of expectations in the context of a striving institution. The factors we investigated included discipline (high-consensus [science and math] vs. low-consensus [humanities and social sciences]); demographic variables; and institutional support including mentoring, collegiality, work-life integration, and college commitment to faculty members’ fields. High-consensus faculty members were less satisfied with promotion and tenure processes than were low-consensus faculty members (p?<?.01). Faculty members who were more satisfied with collegiality (p?<?.001) and with college commitment to their fields (p?<?.05) were more satisfied with promotion and tenure processes. Faculty members who were more satisfied with work-life integration and mentoring were more satisfied with reasonableness of expectations (p?<?.05). 相似文献
19.
广西中等职业教育的快速发展对职教师资培养提出了新要求。高师院校应以职教师资的"职业性""学术性""师范性"为基点,积极探索以高师院校为主体,职业学校和企业为两翼的职教师资培养新模式,提高职教师资培养质量。 相似文献
20.
Abstract This paper reports the findings of a study that examined the relationship between distance teaching and the faculty reward system. Using a qualitative approach, the study sought to understand how distance teaching is valued, rewarded, and accommodated within the institutional reward structure. Based on interviews with faculty members, distance education program administrators, and the chief academic officers at four research universities, the study describes a reward culture that is not accommodating to and rewarding of faculty work in distance education. The study finds that: 1) distance education occupies a marginal status, 2) distance teaching is neither highly valued nor well‐rewarded as scholarly activity, 3) distance teaching is not highly related to promotion and tenure decisions, and 4) rewards for distance teaching are dependent on the academic unit's commitment to distance education. 相似文献