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1.
Linda K. Johnsrud 《Higher Education》1993,25(2):207-222
The purpose of this study is to explore the perceptions of Korean faculty regarding the cross-cultural implications of their graduate education abroad for their careers in the academy. Personal interviews were conducted with twenty-seven Western-trained faculty members at three private research universities in the Republic of Korea. Individuals were purposively selected to provide representation across disciplinary fields, academic rank and gender. The study focuses on faculty members' 1) experiences as foreign graduate students and their socialization to the professoriate, and 2) perceptions of the impact of their cross-cultural graduate preparation on their academic careers. Analyses of the data with respect to the research questions revealed two themes: 1) the westernized expectations they developed regarding teaching and research, and 2) the emphasis they place on service to their university and nation. The implications of these findings are discussed not only for faculty careers but also for Western graduate education and training. 相似文献
2.
Jillian M. Duquaine-Watson 《Equity & Excellence in Education》2013,46(3):229-240
Feminist analyses of the “chilly climate” have documented the ways in which women have been and continue to be marginalized within institutions of higher education. Yet there has been little attention to the relationship between the “chilly climate” and the lived experiences of particular populations in specific educational settings. This article attends to that relationship and draws on a two-year ethnographic study that focused on single mothers attending a community college in the Midwestern United States. Situating their experiences within the particulars of post-welfare reform America and the dynamics of the institution they attend, I argue that the educational climate these women face is particularly chilly, something that is evident in the various attitudes, practices, and policies they encounter in their interactions with faculty, staff, and other students. In addition to analyzing the ways in which the “chilly climate” influences both academic and social aspects of single mother students' experiences, I offer specific suggestions for ways in which colleges and universities can create a more welcoming and supportive environment for members of this particular student population. 相似文献
3.
This article explores the distinctive mentoring experiences of social work doctoral students at historically black colleges and universities (HBCUs). With a philosophical emphasis on social justice, self-determination, racial identity and pride, and social integration, social work faculty at HBCUs mentor African American and other students in PhD programs for academic achievement and successful leadership in the professoriate. The mentoring experiences at HBCUs are underpinned by tenets from relational/cultural theory and the Black feminist theory of “other mothering.” Using Howard University as a case study, this article examines relational mentoring experiences of PhD students in preparation for the academy and for leadership in social work education and practice. 相似文献
4.
Sharon K. Gibson 《Innovative Higher Education》2006,31(1):63-79
This article reports on a key finding of a phenomenological study on the mentoring experiences of women faculty. The study revealed the political climate of the organization as an essential attribute of this experience. Women faculty identified organizational culture and gender issues that affected the mentoring they received. This study suggests the need for human resource and organization development initiatives to facilitate the provision of academic mentoring for women faculty—individually, departmentally, and culturally—as a means to foster transformation and change in academic institutions.Sharon K. Gibson is an Assistant Professor of organization learning and development at the University of St. Thomas. She received her Ph.D. in adult education from the University of Minnesota. She holds an M.S.W. degree and graduate certificate in labor and industrial relations from the University of Michigan and a B.S. from Cornell University. Her research interests focus on developmental relationships including mentoring and coaching, strategic human resource and organization development, and adult learning. 相似文献
5.
Since 2001, the issue of the low ratio of women faculty in universities has been prominent in Korea because of its negative
impact on female students and gender equality at the university level that has affected human resource development and utilization
at the national level. To address this issue, the Korean government developed and executed an education policy, the Policy
on Women Faculty Increase (PWFI) from 2004 to 2006. This paper investigated reactions to the PWFI and changes made as a result
of the policy in the conservative Korean higher education context. We found that although the PWFI has particularly contributed
to increasing the representativeness of women faculty in areas in which women faculty used to be rare, overall the PWFI has
not made significant improvements in most participating universities due to the lack of internal motives and drivers and effective
systems to support the policy. Recommendations for improvements in the policy are offered. 相似文献
6.
This article examines the outcomes of the overseas experiences of Chinese visiting scholars and the implications of visiting scholar programs for faculty development at Chinese universities. On the basis of semi-structured interviews with 17 returned Chinese visiting scholars who spent six to 12 months in a faculty of education at one of five Canadian universities, the following significant aspects of their experiences and related outcomes were highlighted: The cycle of overseas experiences and associated outcomes of Chinese visiting scholars, factors influencing the outcomes of their overseas experiences, visiting scholar programs as a type of faculty development, and China-Canada academic collaboration through visiting scholar programs. The findings support the literature-based conceptual model for investigating the experiences and outcomes of visiting scholars. In the new era of sending university faculty abroad, we suggest that visiting scholar programs should be treated as an important approach to professional development for faculty and be incorporated into a comprehensive faculty development package for Chinese university faculty. 相似文献
7.
University tuition fees and student debt have risen in part due to rapid expansion of university administration compensation. This study provides a novel methodology for detecting inappropriate executive compensation within universities. The usefulness of academic ideas is openly ranked using the h-index. By comparing the ratio of academic executive pay to their h-index a dollar per value of academic impact can be found. If the university compensation system is appropriately calibrated, the impact/$ increases with faculty rank and continues to improve into the executive team. Analysis is provided for vice presidents of research of the ten largest state universities in America. The results suggest that 50% of these public universities are overcompensating their executives. A case study is presented of the most egregious discrepancy around compensation of >$3.1 million/year. The methodology was shown to be a quick and inexpensive way to ascertain if further investigation is necessary at an individual university. 相似文献
8.
The authors conducted a qualitative study of women’s experiences as faculty members at Northern Research University, a pseudonym
for a top 40 university in The People’s Republic of China. Based on 27 semi-structured interviews with women (15) and men
(12), and drawing from feminist standpoint theory and symbolic interactionism, the authors identified four key findings that
highlight serious barriers confronting Chinese women faculty. They describe these as: (1) working double time, (2) the glass
ceiling, (3) the boys club and social exclusion, and (4) comrades in arms. The first three findings support previous international
studies of women’s experiences as faculty members and thus contribute to an expanding global body of knowledge about challenges
faced by women academics. The fourth finding—comrades in arms—highlights a structural quality somewhat unique to the Chinese
university and raises important concerns about the limited role women play in critical personnel decisions influencing academic
promotions and advancement. 相似文献
9.
Foreign-born women faculty work roles and productivity at research universities in the United States
Ketevan Mamiseishvili 《Higher Education》2010,60(2):139-156
Using the data from the 2004 National Study of Postsecondary Faculty (NSOPF:04) survey, the study examined foreign-born women
faculty members’ work roles and productivity in the areas of teaching, research, and service in comparison with their US-born
counterparts at research universities in the US. The findings provided some evidence to suggest that foreign-born women faculty
members’ patterns of engagement in work activities contradicted the gendered division of labor in academia. The findings indicated
that foreign-born female academics were significantly more engaged in research that was evident in the number of scholarly
outputs they produced compared to US-born women faculty colleagues. On the other hand, they seemed to be less involved in
teaching and service functions of their work than their US-born women peers. The study could serve as a good starting point
to further examine foreign-born women faculty socialization into faculty roles and their academic work culture. 相似文献
10.
11.
Gender Disparity in STEM Disciplines: A Study of Faculty Attrition and Turnover Intentions 总被引：1，自引：0，他引：1
Yonghong Jade Xu 《Research in higher education》2008,49(7):607-624
This study examines the underrepresentation of women faculty in science, technology, engineering, and mathematics (STEM) by
comparing the intentions of attrition and turnover between genders in Research and Doctoral universities. It is found that
the two genders did not differ in their intentions to depart from academia, but women faculty had a significantly higher likelihood
to change positions within academia. The indications are that women and men are equally committed to their academic careers
in STEM; nonetheless, women’s stronger turnover intentions are highly correlated with dissatisfaction with research support,
advancement opportunities, and free expression of ideas. The findings suggest that the underrepresentation of women is more
convincingly explained by an academic culture that provides women fewer opportunities, limited support, and inequity in leadership,
rather than by gender-based differences such as roles in family responsibilities. Changes in academic STEM culture are needed
in order to attract more women scientists and narrow the current gender gap. 相似文献
12.
This article reports on a formal mentoring project that ran for eighteen months at the University of Uppsala, in Sweden. It investigates the experiences of fourteen women academics at junior and mid-level who were paired with senior academics. Mentoring occurs informally in academic as well as in other types of organizations, yet little in terms of hard evidence is known about its effects. In this case, the investigators wished to learn if mentoring in an academic context could contribute to a narrowing of the gender gap in Swedish higher education. The conclusion was that mentoring makes enough of a difference to the junior faculty concerned that it should be undertaken openly and made available to all junior faculty members wishing to be mentored. 相似文献
13.
Nurturing Careers in Psychology: Combining Work and Family 总被引：3，自引：3，他引：0
Diane F. Halpern 《Educational Psychology Review》2008,20(1):57-64
The academic workplace, with its requirements for achieving tenure within the first 6 years of employment, is designed in
ways that discriminate against young faculty with family care responsibilities, most notably mothers. Mason and Goulden (Academe, http://www.aaup.org/publications/Academe/2002/02nd/02ndmas.htm, 2002, Academe, http://www.aaup.org/publications/Academe/2004/04nd/04ndmaso.htm, 2004) found that women faculty who have babies within the
first 5 years following the receipt of their doctorate are less likely to earn tenure than women without babies or men in
general. Women at research-intensive universities are twice as likely as their male colleagues to report that they had fewer
children than they wanted. In addition, only one-third of women who begin their academic career at research-intensive institutions
without children will become a mother. These inequities, sometimes called the “baby gap” or “motherhood penalty” make academic
institutions difficult places for new faculty with family care responsibilities. Suggestions are provided to assist new faculty
in successfully combining their work and family roles (e.g., establish gender equity in parenting and negotiate for family-friendly
policies) and to senior faculty and administrators who want to nurture the careers of their younger colleagues (e.g., support
the use of family-friendly policies on campus). 相似文献
14.
Jae-Eun Chae 《Asia Pacific Journal of Education》2010,30(3):339-353
This article explores the implications of the recent increase in older students at Korean universities dominated by younger students. A case study design is used to gain an in-depth understanding of experiences of older students in a Korean university. Semi-structured interviews of twelve older students, three professors, two administrators, and four younger students at the university were conducted for the date collection. The results suggest that the experiences of Korean older students differed from those of counterparts in western countries since academic and extracurricular services of Korean universities were geared towards younger students and thus were unhelpful for older students with multiple responsibilities at work and home. Also, the results show that traditional hierarchical relationships between younger and older students created strains for older students who had to rely heavily on younger counterparts. This study's findings highlight the crucial roles of higher education systems and culture in the experiences of older Asian students. 相似文献
15.
大学学术民主管理系统是随着大学的发展而逐渐健全和完善的.斯坦福大学的学术民主管理系统是大学学术政策的咨询和决策机构,由各级各类委员会构成,其层次清晰、职责明确,运作程序规范、教师权力有保障,对斯坦福大学的发展起到了积极的作用.我国大学应提高对学术民主管理的认识,扩大参与民主管理的教师范围,明确职责范围,完善组织章程. 相似文献
16.
Espoused teaching paradigms of college faculty 总被引：3，自引：0，他引：3
Ellen R. Singer 《Research in higher education》1996,37(6):659-679
The purpose of this research was to ascertain the impact of an array of variables on the espoused teaching paradigms and instructional behaviors of college faculty. The study, which was exploratory and speculative, alternately analyzed espoused teaching paradigms as independent and dependent variables. Analyses were based on data collected from a large national sample of college faculty (N = 443) spread across 163 colleges and universities and compared across four academic disciplines (English, biology, mathematics, and psychology). The results of the inquiry demonstrated gender, academic discipline, and some contextual variables to be the most significant predictors of faculty teaching paradigms. Furthermore, manifestations of teaching paradigms were explicitly reflected in the frequencies of instructional behaviors reported by the faculty surveyed. It was concluded that contingency theories of leadership offer a framework that facilitates a multivariate analysis of teaching-learning.The author was a doctoral candidate at Peabody College, Vanderbilt University at the time this research was conducted. 相似文献
17.
Twenty students enrolled in Ph.D. programmes were interviewed to examine the role of gender in their academic experiences. Gender was examined in three ways: gender of the student, gender of the student’s faculty supervisor and gender make‐up of the faculty within the student’s department or academic unit. All students reported the importance of supportive faculty mentors and that financial worries, time pressure and the uncertainty of future employment were sources of stress. Family formation and striving toward personal as well as professional goals were particularly of concern for women, as were perceptions of differential treatment. Women students valued women faculty mentors, although female faculty were perceived as less supportive than male faculty of family concerns when these women had themselves sacrificed family formation for the sake of their careers. Both men and women experienced less stress and reported greater career commitment when faculty in their departments exhibited less traditional values regarding the balancing of personal and professional goals. The implications of these findings for reducing doctoral student attrition rates and for creating a more supportive environment for Ph.D. students are discussed. 相似文献
18.
A considerable scholarship now describes the increasing neoliberalization of universities and the accompanying impacts on academic research and researchers. However, less attention has been devoted to issues of research project leadership, especially for academics with feminist commitments. This article reports results of a qualitative study of 12 senior academic women from 6 countries who are known for feminist research and explores how they pursue their projects in the context of contemporary changes and challenges. Rather than positioning faculty as passive participants, this study acknowledges their agency within institutional structures, albeit somewhat constrained. The results reveal the range of strategies employed by feminist researchers in various national contexts that enable them to maintain their critical focus despite increasing pressures to conform to neoliberal agendas. 相似文献
19.
The purpose of this study was to analyze the introduction of the performance-based pay system (PPS) in Korean national universities through the perspective of institutional isomorphism. Using three isomorphism concepts of coercive, mimetic, and normative, and further framing the PPS within the overarching theoretical frameworks of governmentality, neoliberalism, myth, and policy convergence, this study explored the historical and social background of the PPS, the reason the Korean government pursued the PPS form used in the US higher education, and the main factors that affected its introduction in Korean national universities. The result of this analysis shows that while the institutionalization of the PPS in Korean national universities seemed closely associated with the radical political, economic change in Korean society, it was in fact an exemplar of isomorphism from the US model of public and private higher education. This isomorphic activity functioned simultaneously as a norm, social order, and myth within Korean higher education while faculty displayed an anti-isomorphic tendency against the power of the institutional isomorphism of PPS in national universities. 相似文献
20.
Afsaneh Sharif Ashley Welsh Jason Myers Brian Wilson Judy Chan Sunah Cho 《International Journal for Academic Development》2019,24(3):260-271
This paper explores the experiences of a group of academic developers who support educational development work as Faculty Liaisons at a large, research-intensive university. These academic developers inhabit complex ‘third spaces’, providing support through an embedded partnership relationship that requires lateral movement across functional and organizational boundaries to create new professional spaces, knowledge, and relationships. The authors utilize narrative inquiry and auto-ethnographic approaches to present an interpretive qualitative analysis of their experiences supporting Faculty and University projects across complex and evolving organizational boundaries. From this analysis, they highlight key roles and responsibilities associated with their blended context and identify challenges that academic developers who occupy third spaces within academic organizations face as they negotiate competing interests, identities, and requirements associated with the diverse range of their projects and the blended experience of working in scholarly and administrative, central- and Faculty-based roles. The lessons they have learned from these experiences will be of particular interest to academic developers who are experiencing the flux of change within higher education settings that are impacting teaching and learning practices both for faculty in the classroom and for those across the institution who support them. 相似文献