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1.
Critical thinking is an important outcome of a college education. Assessment techniques that require students to demonstrate their understanding of course concepts are referred to as authentic assessment and promote the development of critical thinking. Little research exists on the types of assessment and grading practices utilized by community college instructors. This research examined the incidence and nature of various assessment practices used by community college faculty for basing the course grade. In addition, the study also examined the percentage of course grades that was based on traditional and authentic assessment and factors that may influence the use of assessment techniques. To facilitate the study, an online survey instrument was used to obtain data from faculty employed at two community colleges in California. Study results revealed that a variety of assessment practices are used by community college instructors with differences in relation to faculty status, level of academic achievement, online teaching status, and years of teaching experience. In addition, findings indicate that faculty primarily use authentic assessment in basing the course grade as compared to objective or traditional assessment—suggesting that they are using assessment techniques that promote critical thinking. A significant finding was that part-time faculty emphasize objective exams, attendance, and homework whereas full-time faculty emphasize research projects and learning journals. Findings suggest that professional development may be warranted for faculty by faculty status.  相似文献   

2.
Community colleges are increasing their use of part-time faculty who are taking a leading role in utilizing technology for instructional purposes. Part-time faculty are less likely than their full-time counterparts to use technology for instructional purposes and are less likely to teach non-face-to-face classes. For community colleges to be successful in expanding technology-based education, they must promote technology use by all faculty. This quantitative, national study reports factors found to predict faculty use of technology for instructional purposes.  相似文献   

3.
We examine the variation in employment levels of part-time faculty, full-time teaching faculty, and full-time professorial faculty across 4-year colleges and universities in the United States. Employment structures and practices in higher education institutions are determined by a variety of economic and institutional factors. For example, a 1% increase in the average salaries paid to professorial faculty increases the employment level of part-time faculty by 0.845%. A 1% increase in the average salaries paid to full-time teaching faculty reduces the employment level of full-time teaching faculty by 0.757%. Institutions located in large cities or suburban areas hire 31.3% more part-time faculty but 12.5% fewer full-time teaching faculty. Private institutions hire more part-time faculty than their public counterparts. A 10% increase in FTE student enrollment is associated with a 5.4% increase in the number of part-time faculty, a 10.1% increase in the number of full-time teaching faculty, and a 9.1% increase in professorial faculty. In addition, we find divergent patterns of temporal variability among these three types of faculty. While employment levels of full-time instructors and professorial faculty are rather consistent over time, there is a wide range of fluctuation in the employment of part-time faculty. Finally, the employment of part-time faculty is significantly affected by that of full-time teaching faculty. There is no substitution effect on the employment of professorial faculty.  相似文献   

4.
本文界定了高校教师兼职行为及其表现类型,进而分析了高校教师兼职的行为动机、相关组织为兼职提供的运行机制、以及兼职的外部环境,并认为,高校教师兼职行为在本质上是一种人力资源重新优化和配置的过程,是无需禁止的一种行为,但需要引导和规范。  相似文献   

5.
Effects of Exposure to Part-time Faculty on Community College Transfer   总被引：1，自引：0，他引：1  
Over the past several decades, one of the most significant changes in the delivery of postsecondary education involves the dramatic increase in the use of contingent or part-time faculty. Although the increased use of part-time faculty within higher education makes sense from an administrative point of view, its use does not come without criticism. With community colleges representing a more convenient, affordable, and flexible educational option for a number of students, particularly those from disadvantaged backgrounds, examining how exposure to part-time faculty relates to students’ academic goals represents an important area of inquiry. This study draws from social and human capital frameworks and uses hierarchical generalized linear modeling (HGLM) to examine how exposure to part-time faculty relates to community college students’ likelihood of transferring to a four-year college or university. Findings suggest that students tend to be significantly less likely to transfer as their exposure to part-time faculty increases.  相似文献   

6.
Chairpersons of the counselor education programs listed in Counselor Preparation, 1980 were surveyed to determine ethnic minority representation among students and faculty. Compared to population statistics, Asian Americans were found to be underrepresented as faculty and Blacks and Hispanics were found to be underrepresented as both students and faculty. Compared to nonminorities in counselor education, minorities (particularly Blacks and Hispanics) are more likely to be enrolled in part-time and master's degree programs and less likely to be enrolled in full-time and doctoral degree programs. Minority faculty are more likely to hold nonacademic, nontenured, and part-time appointments than are nonminority faculty. For the most part, minority faculty are distributed regionally in the same proportion as are minority students. The difficulty in achieving parity on counselor education faculties in a period of no growth is discussed.  相似文献   

7.
Utilizing a person–job fit perspective, we examined the job satisfaction and affective commitment of three groups of college faculty (N = 167): full-time faculty, part-time faculty preferring a part-time position (voluntary part-time), and part-time faculty preferring a full-time position (involuntary part-time). Involuntary part-time faculty were least satisfied with salient facets of satisfaction (advancement, compensation, and job security), whereas voluntary part-time faculty and full-time faculty reported similar levels of satisfaction on these facets. No consistent differences in satisfaction by faculty status were found for the majority of the other, less salient facets. The three groups of faculty also reported similar levels of perceived overqualification and affective commitment to the organization. Future directions for research and practice are discussed.  相似文献   

8.
美国高校大规模使用兼职教师之状况分析   总被引：1，自引：0，他引：1  
兼职教师在美国高校里已经是一个具有相当规模的群体。财政危机是美国高校大量使用兼职教师的首要原因，管理灵活性的需要以及一些课程实践经验的需要是使用兼职教师的另外两个原因。随着兼职教师的大量使用，一些问题也浮出水面：兼职教师待遇的公平性、兼职教师的教学质量以及兼职教师的大量使用对高校教师职业的影响。  相似文献   

9.
开放大学功能的发挥离不开兼职教师队伍,本文立足开放性的内涵,提出开放大学兼职教师队伍新型建设观。文章根据开放教育的特点和现实状况,对开放大学兼职教师队伍群体角色进行五维转型定位,提出建设五型兼职教师的概念;同时聚焦政策性、使用性和情感性开发,探讨开放大学兼职教师队伍转型发展的路径。  相似文献   

10.
Drawing from a survey of 1,239 part-time community college faculty, this analysis investigates their views about being involved in departmental and campus-wide decision-making. The adjuncts had somewhat of a voice in instructional decisions pertaining to their area of expertise, but virtually no involvement in personnel or broader organizational matters. In all domains, they expressed desire to have a stronger voice. However, they also noted barriers to inclusion of part-time faculty in decision-making, including schedule constraints, compensation, and respect from their full-time counterparts.  相似文献   

11.
With the Completion Agenda taking such political prominence, community colleges are experiencing even more pressure to find ways to promote and improve student success. One way that has been suggested is to limit the reliance on part-time faculty under the premise that the employment status of faculty has a direct influence on student success. The tacit assumption is that full-time faculty are more engaged with their home institution, and this engagement translates into the engagement of the students taught. The present study examined employment status of faculty on the success of students enrolled in four, two-course sequences. Using Pearson chi-square and binary logistic regression analyses, it was concluded that employment status of the faculty has no statistical influence on student success as has been previously claimed. These results suggest that community colleges should not assume that hiring more full-time faculty will improve student success and, instead, should possibly consider utilizing funds otherwise allocated to hiring new full-time faculty on the development and compensation of part-time faculty.  相似文献   

12.
Social work faculty experience increasing demands to develop and maintain a research portfolio that includes external funding and publications. Given the increase in research expectations, more part-time instructors are needed to teach courses. In addition to the literature review, we briefly describe a pilot part-time faculty mentorship project developed by our school to build a strong, connected, and consistent part-time faculty team. However, we also wanted to examine mentorship programs at other schools/departments of social work; as a result, we conducted an exploratory research study with social work deans and directors nationwide. Findings suggested that while schools of social work are more likely to employ greater numbers of faculty overall, departments tend to have higher teaching expectations for full-time tenure-track faculty. Despite variability among responses, most schools and departments provide some form of support to part-time faculty members; a lack of resources was given as the primary reason for limited mentorship activities.  相似文献   

13.
Recent research suggests at least half of community college faculty who are teaching part-time would rather have a full-time appointment (Cashwell, 2009; Kramer, Gloeckner, & Jacoby, 2014). Little is known, however, about what distinguishes those voluntarily teaching part-time from those preferring a full-time faculty position. This inquiry draws from person-job fit theory to investigate adjunct faculty members’ abilities and qualifications, as well as their needs from the job itself (Edwards, 1994). Participants were 1,245 adjunct faculty teaching in 10 community colleges during the spring 2016 term. Two thirds of the participants were at least somewhat interested in becoming full-time faculty at a postsecondary institution, with 47% expressing strong, immediate interest in such a position. An ordered logistic regression model indicated that several dimensions of qualifications, job experiences, and socio-demographics predicted employment preference. Part-time faculty with higher levels of recent teaching experience in the community college setting were more likely to express a strong desire for a full-time position, as were adjuncts who utilized more job-related resources. Those who viewed the recognition and rewards given for adjunct job performance as adequate tended to be content in a part-time role. In terms of demographic characteristics, involuntarily part-time faculty were more likely to indicate economic need and self-identify as African American or Hispanic. The findings illustrate how careful attention to the distinctive backgrounds, experiences, and attitudes of part-time faculty subgroups may help college and university administrators more intentionally design policies and programs to better meet the needs of their increasingly diverse constituents.  相似文献   

14.
基于外聘教师对高职院校教育质量和组织发展的意义,针对当前外聘教师队伍建设中存在的问题,指出促进外聘教师的专业发展是有效解决问题的关键。围绕外聘教师的专业发展内涵及内容,探讨促进外聘教师专业发展的途径。  相似文献   

15.
Surveys have repeatedly depicted a dismal picture of part-time teaching in academia, including low pay, scant benefits, limited institutional support, and lack of job security. Thus, the main purpose of the present study was to delve deeper into part-time faculty's ability to sustain the demands of a tough work environment by examining the extent to which specific psychological characteristics predict key self-reported dimensions of teaching in such faculty. The sample selected comprised part-time online instructors, as they are a relatively new and growing entity in academia. Teaching dimensions upon which faculty rated themselves belonged to three categories of factors known to shape satisfaction of faculty in the online environment (i.e., instructor-related, student-related, and institution-related). They included current satisfaction with the teaching profession, preparation to teach subject matter, responsibility for students' academic success, beliefs in the impact of one's teaching on student learning, perceived institutional support, and desire to remain in the teaching profession (i.e., commitment). Psychological characteristics examined were self-efficacy and self-monitoring. In this study, each key dimension of teaching was found to be positively related to one or more self-efficacy measures, whereas no links with self-monitoring were uncovered. The findings involving self-efficacy confirm those of studies of full-time faculty in that beliefs of one's capability are a source of resilience and, as such, a staple of the teaching profession.  相似文献   

16.
Part-time faculty can make substantial contributions to institutions because they represent a flexible resource that allows the institution to respond more effectively to the environment. An area of concern is whether the part-time status imparts a level of commitment to teaching that undermines educational quality. This study examines one component of part-time faculty's teaching commitment by considering their efforts toward the practice of developmental advising.  相似文献   

17.
The fabric of higher education has changed dramatically in recent years with a sudden increase in the presence of part-time, nontenured faculty. Adjunct faculty have a significant presence in higher education institutions and need opportunities available to them so they feel like an important part of academic culture and are prepared to teach. The purpose of this phenomenological study was to understand the similarities and differences in perceptions between three division chairpersons and 15 adjunct faculty members from three separate departments regarding teaching support, mentoring, and professional development opportunities at one community college. It was found that chairs and mentors appeared to be the most valuable individuals in supporting, acclimating, and retaining adjunct faculty according to the participants in this study. Without the roles chairs and mentors assumed, adjunct faculty could flounder and teaching quality could be hindered.  相似文献   

18.
This article forms part of an exploration into the results of a single-case, embedded study that was conducted to explore how domestic part-time graduate business students in the United States experience group work for summative assessment. Multiple information collection methods were utilised, including open-ended and semi-structured interviews, case study documents and student journals. The aim of this larger study was to understand the unique experiential factors that contribute to a student's perceptions of positive group work outcomes within a graduate-level context. However, this article will detail only one of the more unexpected findings of this study, which involves how international students affect the perception of positive group work for domestic part-time students. Since key informants of this study included only domestic part-time MBA students, the limitations and ethical implications surrounding this finding will also be addressed. This article suggests noteworthy implications in the area of professional and organisational development for faculty and administrators in higher education with regard to the use of group work in the graduate classroom. This includes the importance of utilising existing institutional resources and structures to prepare and develop administrators, faculty and staff to make more informed decisions regarding group work within a graduate context.  相似文献   

19.
The increased interest in program‐ and university‐level assessment over the past few decades has led to increased faculty involvement in developing program learning outcomes and performing program assessment activities. Depending on the level of support and encouragement faculty receive from administration and other entities, they may support or resist these activities. Faculty resistance may stem from fear of losing control of their course content, discouragement over previous failed assessment attempts, or confusion from inconsistent leadership. The School of Food Science, a joint program between the Washington State University and the University of Idaho, recently completed a curriculum mapping and assessment exercise that was conducted entirely by faculty. Faculty members teaching undergraduate courses were surveyed about their opinions of the mapping and assessment process both before and after the process was conducted. The goal of the surveys was to evaluate faculty opinion of these processes and how that opinion changed after completing the processes. Faculty members were generally supportive of the mapping and assessment processes, and willing to participate, and this opinion did not change after the processes were complete. The results of the mapping and assessment activities surprised most of the faculty, and they stated that they had ideas to address the issues found during the exercises. Overall, these results are encouraging in terms of faculty support of the mapping and assessment processes. Provided that administrative support of these processes continues and there is consistent leadership, faculty should continue to be supportive of program level assessment.  相似文献   

20.
The fastest-growing group in postsecondary education is part-time faculty. The authors examine why the number of part-time faculty has increased so rapidly and then discuss some of the problems that part-timers face. Part-timers are increasing in academe, and administrators need to treat and evaluate them effectively and fairly. The authors recommend mentoring, job security, compensation, and self-worth as ways to improve performance.  相似文献   

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