共查询到20条相似文献，搜索用时 593 毫秒
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Susan M. Zvacek 《TechTrends》1992,37(3):47-47
Summary In an arena known for its emphasis on research and publication, the College Teaching Workshops are a refreshing change. The
value of quality teaching has been validated by the popularity of and demand for these faculty development activities. For
additional information about the College Teaching Workshops, contact the Center for Instructional Services, Purdue University,
West Lafayette, IN 47907. 相似文献
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In a modern context of constrained resources and high demands, faculty exert agency to strategically navigate their careers (Baez 2000a; Neumann et al. 2006). Guided by the O’Meara et al. (2011) framework on agency in faculty professional lives, this study used Structural Equation Modeling to investigate which departmental factors (perceptions of tenure and promotion process, work-life climate, transparency, person-department fit, professional development resources, and collegiality) influenced faculty agentic perspective and agentic action. Results showed that faculty perceptions of certain departmental contexts do matter in faculty career agency, such as work-life climate, person-department fit, and professional development resources. These contexts have a particular influence on faculty agentic perspective. Results also showed a large effect of agentic perspective on agentic action. The study has important implications for administrators regarding departmental role in faculty agency and contributes to the growing body of literature on faculty sense of agency in academe. 相似文献
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Despite its relatively short history, policies connected with Affirmative Action have endured a controversial social, political, and legal past. Higher education has witnessed much of this controversy firsthand. Because the venue of many Affirmative Action battles has been waged within educational settings, faculty in higher education are uniquely positioned because they are integrally involved in decisions regarding faculty hiring as well as student admissions, particularly at the graduate level. Therefore, this study examined the attitudes of faculty toward Affirmative Action principles and reverse discrimination as they might apply to students and faculty colleagues, with particular attention to which concepts were more supported. Results from 428 faculty indicated general support for diversity, although specific concerns were raised regarding reverse discrimination and the appropriateness of targeting persons of color or women. The most favorable attitudes supported students with demonstrated financial need. Potential future approaches to Affirmative Action in higher education are discussed. 相似文献
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Lourdes D. Follins Lisa K. Paler Jose E. Nanin 《Community College Journal of Research & Practice》2013,37(9):839-851
This article describes the creation and implementation of a faculty interest group for historically underrepresented faculty at a large, urban community college in the Northeast. Faculty interest groups provide opportunities for faculty across disciplines to meet to explore common interests and share concerns and best practices. The faculty interest group described in this article was designed to explore and address the challenges faced by historically underrepresented faculty and facilitate the process of attaining reappointment, promotion, and tenure. Nationwide, nearly half of community college students come from populations that are also historically underrepresented, and community colleges are challenged to recruit and retain faculty that mirror the student body. Research demonstrates that historically underrepresented faculty members enrich the overall education of all students, and yet a significant number of those faculty members describe their college campuses as unwelcoming. Factors that make campuses unwelcoming for these faculty include, but are not limited to, the following: isolation and marginalization; salary disparities; microaggressions based on race, gender, and sexual identity; heightened visibility; and additional role demands. Community college administrators ought to be concerned with historically underrepresented faculty members’ satisfaction and persistence on campus because these faculty members are vital members of the academy. Faculty interest groups for historically underrepresented faculty may provide the support and professional development opportunities that will ensure their retention and success in academia. 相似文献
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Jared Keengwe Terry Kidd Lydia Kyei-Blankson 《Journal of Science Education and Technology》2009,18(1):23-28
The purpose of this study was to explore the factors affecting ICT adoption process and the implications for faculty training
and technology leadership. Respondents represented a wide range of academic and professional positions. They identified themselves
as Assistant, Associate, and Professor as well as Instructional Designer, Director of Technology, Information Manager, eLearning
Manager, Assistant Department Chair, Associate Vice President of Academic Affairs and Consultant. The respondents identified
Organizational Support, Leadership, Training and Development, and Resources as the predominate themes affecting Information
and Communication Technology (ICT) adoption process in higher education. Evidence from this study offers insights on how higher
education administrators and technology leaders could help their faculty and staff to implement appropriate ICT tools and
practices to improve student learning. 相似文献
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理想的大学教师评价应强调该职业具有的三个特性,然而,现实的大学教师评价中存在着诸多错位。大学教师评价必须明确两个理论基点,即:"学术>科研","发展>发表"。大学教师评价的目的是教师个人发展、学科学术发展、大学组织发展的"三合一"。 相似文献
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KerryAnn O’Meara Mark Rivera Alexandra Kuvaeva Kristen Corrigan 《Innovative Higher Education》2017,42(4):355-376
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
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Various factors are making faculty leadership challenging including the rise in part-time and non-tenure-track faculty, the
increasing pressure to publish and teach more courses and adopt new technologies and pedagogies, increasing standards for
tenure and promotion, ascension of academic capitalism, and heavy service roles for women and people of color. This article
focuses on describing actions taken by institutional agents and aspects of campus environments which are supportive of grassroots
faculty leadership. While there are many conditions which inhibit faculty leadership (i.e., part-time and contingent faculty
trends, rising publication standards, etc.), our study demonstrated certain campus conditions or characteristics can overcome
the forces of change including counting leadership as service, creating campus networks, addressing dysfunctional department
dynamics, fostering role models, supporting faculty who question or challenge decisions, ensuring flexibility and autonomy,
and altering contingent faculty contracts to include service and leadership.
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| Jaime LesterEmail: |
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《Journal of Teaching in Social Work》2013,33(1-2):33-49
ABSTRACT Based upon the emergence of alternative paradigms both inside and outside of social work education, four paradigms representing the most traditional to the most radical are presented. Each paradigm is discussed in terms of its ontological and epistemological assumptions as well as other pedagogical issues including role of the teacher, methods of evaluation and course structure. Educators are urged to use these paradigms to better understand legitimate differences between faculty, to become more conscious and deliberate in their choice of methods, to identify areas of incongruence, and to push themselves and the profession towards philosophies and methods most congruent with social work values an ethics. 相似文献