共查询到20条相似文献，搜索用时 484 毫秒
1.
2.
Abstract This survey was a result of the efforts of the New Jersey Consortium on the Community College to identify and articulate the faculty/staff development needs of the 17 community colleges of New Jersey. In depth interviews were conducted with administrators, faculty and students at all the colleges. Follow up questionnaires were completed at each community college. A two day workshop was then conducted to identify and assign priorities to specific needs. The needs were ordered in one of three categories: Fulfilling the Goals of the Community College, Teaching/Learning Needs, and Managerial Needs. The workshop that dealt with “Ways of Meeting Part-Time Faculty Needs” identified eight essential goal related needs while stressing the need for adjunct faculty to understand the philosophy and function of the community college. Within the teaching/learning category the workshop group amplified the need for adjunct faculty to understand how learning occurs. The primary managerial need identified was for each community college to develop strong teaching/learning support systems. The workshop participants viewed the establishment of a continuous program of adjunct supervision as essential for the support of effective instruction. 相似文献
3.
高校教师入职培训必要性探析 总被引：2，自引：0，他引：2
我国高校新进教师的入职培训非常必要,本文从三方面进行了阐述:一是从"高校学生"到"高校教师"的转变来分析我国高校新进教师的职业准备状况,二是从"职前教育"到"职后发展"的过渡来分析高校新进教师的入职期特点,三是从"精英高等教育"到"大众化高等教育"的发展分析我国高教质量建设面临的挑战,三个维度的分析都说明我国高校新进教师的入职培训必要且任重道远,值得关注,急需重视。 相似文献
4.
Dian Squire 《International journal of qualitative studies in education》2017,30(8):728-745
AbstractRecent news cycles have illuminated the disparate, racialized experiences of Black people in the United States but university leadership responses have been reactionary, or worse non-responsive. This study examines how university responses to national racial incidences such as the police brutality affect how faculty of color in one discipline understand the university’s commitment to diversity and ultimately how it affects the faculty experience. Illuminating how university actions affect not only faculty attitudes, but also faculty work has implications on broader university diversity outcomes and rectifying the racist, colonial founding of universities as national institutions. Findings show that there was increased race-related service taxation that was paired with resiliency and resistance tactics, and self- and community-driven coalition building. There are implications for institutional leaders around increasing a diversified student body through attention to community incidences and redefining community relationships to the university. 相似文献
5.
Quentin J. Bogart Ellen A. Elson 《Community College Journal of Research & Practice》2013,37(3):219-230
Abstract Of concern to many educators is in-service education of community college faculty. Some two-year colleges have looked to themselves for in-service programs and activities; many have turned to the university for this. A study was conducted among community college leaders and university professors involved in community college education to determine the current status of in-service education in the community college. Opinions related to this topic as well as the role of the university in in-service education of community college faculty were also sampled. 相似文献
6.
Students with high levels of connectedness to the university have been found to be more likely to complete their college degree than are students with low levels of university connectedness. This study examined the role of parental and peer attachment as distal predictors of school connectedness. As predicted, it was found that attachment style to parents predicted attachment style to peers. An avoidant attachment style to peers predicted negative perceptions of peer support and support services. An anxious attachment style to peers predicted negative perceptions of faculty support. Perceptions of peer support, support services, and faculty support then predicted feelings of connectedness to the university. Classroom comfort also predicted university connectedness, although it was not found to be related to attachment style to parents or peers. Implications for college students and college/university administrators are discussed. 相似文献
7.
Kendra Jeffcoat William E. Piland 《Community College Journal of Research & Practice》2013,37(6):397-410
Diversifying the faculty in community colleges, especially with faculty of color, continues to be problematic as we move through the first decade of the 21st Century. National statistics show that overwhelmingly the faculty continues to be Caucasian, even at a time when more and more students are coming from diverse ethnic backgrounds. This seemingly intractable problem is particularly acute in California, where the majority of community college students are students of color, but not the faculty. A faculty diversity program that has been in existence for 17 years has made important progress in changing the situation in southern California. This comprehensive program recruits, trains, and places interns in 10 community colleges in cooperation with a regional university. The results of the program demonstrate that substantial numbers of faculty of color are being prepared by the program and that they are getting hired in community colleges as adjunct and full-time faculty. Community colleges can be and should be proactive in identifying, developing, and hiring faculty of color. They shouldn't wait for other societal institutions to do the job for them. By working cooperatively with other local colleges, community based organizations that involve communities of color, and nearby universities, they have the opportunity to make significant inroads into diversifying their faculty. This program can and should be replicated in other parts of the country as a way to nurture the next generation of community college faculty leaders. 相似文献
8.
Bob Hughes 《Community College Journal of Research & Practice》2013,37(7):659-672
The variety of experiences, backgrounds, and perspectives that an ethnically diverse faculty provides a community college give it the capacity to support the complex work that community colleges undertake. The challenges in having a diverse faculty require recruiting diverse applicants and in retaining those applicants once hired. Achieving these twin aims has proven elusive for many community colleges. This case study explores one college that underwent significant institutional transformations and concurrently diversified its faculty in ways that helped it evolve the collective skills that the institution needed. Over a 15-year period, the college became the most diverse in its state while growing from 4.3% full-time faculty of color to 23.3% full-time faculty of color. The study explores that 15-year period through analysis of archived records and interviews with key informants. This study identifies how a diverse faculty strengthened the college; it also suggests three key principles for how other colleges can achieve such diversity. 相似文献
9.
Dr. Lorraine T. Dorfman Karen A. Conner Jean B. Tompkins William Ward 《Research in higher education》1982,17(3):249-266
This study compares the professional activities of retired professors from liberal arts colleges, a comprehensive university, and a major research university. Results show that a large majority of faculty continue to perform professional roles and that strength of ties to colleagues and professional organizations outside the institution are correlated with professional activity at all types of institutions. Major differences among institutions are: (1) liberal arts college and research university faculty show consistency between pre- and postretirement professional activity levels, whereas comprehensive university faculty do not; (2) university faculty show higher levels of participation in a number of professional activities than do liberal arts college faculty; (3) rated importance of research or other creative work is related to professional activity for comprehensive university faculty and rated importance of consulting and university service are related to professional activity for research university faculty. 相似文献
10.
This analysis is concerned with the horizontal and vertical consensus of definitions of work appropriate to accomplish the goals of university administrators and faculty, as well as the congruency of ideal (intent) and actual (action/behavior) work of faculty. Data-gathering techniques include the following: historical analysis of the university; interviews with the provost, 5 college deans, and 32 chairpersons; and a survey of 503 faculty (69% return rate). Faculty work perceived to achieve departmental goals lacked horizontal consensus, especially among chairpersons in the same college and among faculty in the same department. Vertical consensus was weak, especially between chairpersons and their faculty, and in most colleges between deans and chairpersons. Greatest incongruencies were between faculty intentions and reported actions. There was declining support for administrative goals as one moved down the hierarchical structure within the university. Perspectives were explored that account for the lack of goal consensus and the incongruency between intentions and reported actions. 相似文献
11.
对高深知识的偏爱与追求,是大学教师特殊的职业操守与精神信仰。当前学术研究成果的低劣与膨胀,透露出中国大学教师职业信念正在逐渐失落的问题。本文在分析大学教师职业困顿及其原因的基础上,从管理的角度提出了信念重塑的建议。 相似文献
12.
IN A QUALITATIVE STUDY, the researchers documented the perceptions of deaf and hearing ethnically diverse university faculty and staff regarding issues related to the education of ethnic-minority deaf college students. These experienced educators commented on the importance of ethnic-minority role models for deaf college students, the academic preparedness of ethnic-minority deaf students, these students' level of comfort on campus, and the success of institutional efforts to increase awareness regarding ethnic diversity. The insightful reflections of these diverse educators can be informative in improving the educational experience of ethnic-minority deaf students. 相似文献
13.
《Ethnography and Education》2013,8(3):328-342
This paper analyses the role that forms of documentation play in faculty members' experiences of tenure and promotion. Taking an institutional ethnography approach, it examines inconsistencies and ambiguities in documents and connects them to the experiences of science, technology, engineering and mathematics (STEM) faculty at one institution in the USA. The authors argue that the university documentation surrounding tenure and promotion does not capture the actual practices and experiences of faculty members as they prepare for their tenure or promotion and that the documentation creates a ‘flexibility bind’ of tenure and promotion. Faculty members' strategies for navigating this bind are also examined. The implications of these findings for diversity among STEM faculty are also explored. 相似文献
14.
《Economics of Education Review》1987,6(3):207-226
Almost every faculty member in an American college or university has a contractual arrangement for retirement income. In recent years a number of factors have encouraged both faculty members and institutional administrators to consider the features of their retirement plans including changes in the assets in which funds are accumulated while the faculty member is working, options for payout at retirement, early retirement incentives, and whether it will be legal to have a mandatory retirement age. This paper explores these issues and suggests possible changes in retirement plans and employment contracts as a result of them. 相似文献
15.
Hilal Khashan 《Research in higher education》1984,21(1):17-31
The focus of this study is on student perceptions in a Saudi Arabian university. Data are presented that indicate that the university studied has major functional limitations. Most students have little academic orientation; college education is viewed as a means to rapid prosperity. They also lack adequate scholastic preparation and hold negative perceptions of faculty and administration, generally viewing the former as corrupt and the latter as insensitive to their needs. Reference is made to cultural constraints on college education and to the unprofessional treatment of expatriate faculty by the university administration. 相似文献
16.
福州地区大学城高校公共体育教师资源共享研究 总被引：1，自引：0，他引：1
剖析了福州地区大学城高校公共体育教育师资队伍建设的现状及存在的问题,提出了成立大学体育联盟设想以及实现"优势互补,资源共享"的体育教师资源校际共享途径和合理制定人才培养与人才引进计划、制定合理与规范的奖励机制等师资队伍建设的具体措施. 相似文献
17.
陈华 《广东教育学院学报》2011,(4):31-34
社会舆论和高校自身对高校师德的评价出现了一种“泛化”倾向。社会舆论把许多高校里出现的、无论是不是教师职业群体身上发生的道德和非道德现象,都归结为“师德”问题。高校的研究者和管理者则倾向于把对高校教师的普遍的、一般的职业道德要求,运用到所有的高校教师个体身上。高校师德泛化的主要原因在于高校这一社会组织的复杂性和高校教师职业身份的模糊。 相似文献
18.
There seems to be a presumption that the quality of worklife on college and university campuses has declined for faculty and administrative staff. What is not known is how generally true this is perceived to be, to what extent the quality of worklife varies by campus, and for what reasons it varies. Most importantly, it is not clear what impact the quality of worklife of faculty and staff members has on their performance or retention. The following article reviews the recent empirical literature devoted to this topic and offers a framework that conceptualizes these studies in three groups: those that describe and explore differences in the quality of worklife, those that determine the impact of worklife on attitudes, and those that attempt to explain behavioral outcomes. The implications of this work for practice and policy on college and university campuses is discussed. The author argues that campus leaders who want to improve the performance and retention of faculty and administrative staff must identify and address the particular issues that matter to those employed on their campuses. 相似文献
19.
Rosemary E. Phelps 《Innovative Higher Education》1995,19(4):255-268
This article presents an overview of issues and concerns associated with being the only African American female faculty member in an academic department and with being one of two or more African American faculty in a department at a predominantly White college or university. Positive and negative aspects of both situations are examined, and strategies for empowerment and professional development are discussed.Rosemary E. Phelps is an assistant professor in the Department of Counseling and Human Development Services at the University of Georgia. She received her Ph.D. in counseling psychology from the University of Tennessee, Knoxville. She has a B.A. in psychology and an M.A. in guidance and counseling from Ohio State University at Columbus. Her professional and research interests include racial and gender aspects of verbal aggression, ethnic diversity, and multicultural training issues. 相似文献
20.
谢景政 《唐山师范学院学报》2011,33(5):49-52
分析了高校教师知识管理一般过程,探讨了高校教师利用web2.0技术支持高校教师知识管理机制问题,旨在有效促进高校教师的专业化成长,提高高校教师工作的绩效水平。 相似文献