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1.
This study uses panel data to examine the relationship between faculty employment and external R&D expenditures at Research and Doctoral institutions over a 15-year period of time. On average, a 1% increase in the number of full-time faculty is associated with about 0.2% increase in total R&D expenditure. Further, a one percentage point increase in the share of full-time faculty members that are not on tenure-track lines is associated with a decrease in total external R&D expenditure by about 0.6%, suggesting that full-time faculty that are tenured or on tenure-tracks are the main category of faculty that generate external R&D funding. Further, our results suggest that an increasing usage of part-time faculty, holding constant the institution's full-time faculty size, boosts an institution's external R&D expenditures. On average, a one percentage point increase in the share of part-time faculty members is associated with a 0.44% increase in the total external R&D expenditures. Increases in graduate student enrollments are associated with increases in external R&D expenditures. Finally, an institution's external R&D expenditures are significantly influenced by both the amount of its own institutionally financed research expenditures and the level of federal funding for research. 相似文献
2.
We examine AY2013 annual salaries, annual teaching assignments, and career publishing histories for more than 700 full-time lecturers and tenure-track faculty at 37 public Ph.D.-granting departments of economics. The roughly 15% of teaching faculty who were full-time lecturers were younger, more likely to be female and to teach at the program from which they received their Ph.D., and were assigned to teach both more courses and many more students. While lower than those for tenure-track faculty, the annual salaries paid to full-time lecturers compare favorably to those of tenure-track economics faculty at Master's- and Bachelor's-granting institutions. Regression results suggest that full-time lecturer salaries are determined by teaching assignments rather than research productivity while tenure-track salaries are determined by research productivity rather than teaching assignments. 相似文献
3.
Molly C. Ott Lindsey K. Dippold 《Community College Journal of Research & Practice》2018,42(3):190-203
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
4.
This brief research note addresses the issue of summer session faculty salaries. Specifically, it demonstrates that for 77 reporting institutions, only 15 indicated that they paid the standard 2/9ths, or 22.2%, of the previous academic year's salary for full-time summer session teaching. The percentages paid for full-time summer session faculty ranged from 11% to 34%, with an average rate of 17.4%. 相似文献
5.
Gregory S. Rogers 《Community College Journal of Research & Practice》2013,37(7):673-684
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
6.
Are all part-time faculty underemployed? The influence of faculty status preference on satisfaction and commitment 总被引：1，自引：0，他引：1
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
7.
This study aims to improve the efficiency of fiscal assistance programs for higher education by investigating those variables that influence college graduates’ employment rates. An empirical analysis of 2010–2011 higher education statistics shows that two variables – educational expenditure per student and the number of students per full-time faculty member – consistently and significantly affect college graduates’ employment rates, even after location and type of school are controlled. Although scholarship rates also affect employment rates positively, the number of students per industry–academe liaison officer does not have a statistically significant effect. Moreover, as educational expenditure per student or the student/faculty ratio increases beyond a certain level, graduate employment improves at an increasing rate. The two variables also affect the employment rate interactively. At a relatively higher level of per-student expenditure, employment rates increase even as the student/faculty ratio rises. However, at a relatively lower level of per-student expenditure, employment rates decline as the student/faculty ratio rises.The policy implication is that fiscal assistance programs for higher educational institutions should accord a much greater weight to these key variables when selecting and assessing institutional recipients. 相似文献
8.
Academic salary compression occurs when professors of lower professorial rank earn salaries close to—or even higher than—salaries of more senior faculty. We present a modified maximum likelihood method for fitting flexible Dagum distributions to limited data that provide only the minimum, maximum, mean, and sample size, and we use this method to study salary compression across 15 academic disciplines over the past 22 years. After examining mean-based compression ratios, we estimate salary percentiles and explore stochastic dominance relationships between estimated salary distributions for different disciplines and professorial ranks. Although salary compression is not seen in most academic disciplines, it is prevalent in business-related disciplines, is increasing in these disciplines, and exhibits examples of stochastic dominance. In addition, salary compression increases as competing nonacademic salaries increase. Finally, we evaluate our methodology, showing that it would likely be useful in a variety of settings. 相似文献
9.
Dr. Malcolm A. Lowther Joan S. Stark Michele L. Genthon Richard J. Bentley 《Research in higher education》1990,31(6):495-517
Using data from a nationally representative survey of faculty teaching introductory college courses, this exploratory study compares course planning procedures of full-time and part-time faculty teaching courses in eight academic fields. The choice of variables examined was guided by a general model of course design developed from earlier studies of course planning. To control for discipline-related differences in faculty planning assumptions, separate analyses were conducted for the eight fields. No key differences were found between full-time and part-time faculty on the primary factors under investigation: substantive content-related influences on courses, strength of influence within the instructional environment, and planning steps and content arrangements faculty preferred. 相似文献
10.
Marcia A. Shobe Yvette Murphy-Erby Jared Sparks 《Mentoring & Tutoring: Partnership in Learning》2013,21(5):446-460
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
11.
Jennifer Danley-Scott Deborah Tompsett-Makin 《Community College Journal of Research & Practice》2013,37(1):64-67
Part-time faculty need to be brought into the student learning outcomes assessment loop not only to help accreditation, but because they, like full-time faculty, can benefit from assessment. When part-time faculty are not participating in assessment, a sizable percentage of courses are being less effectively taught than they could be. In an attempt to increase part-time faculty in discipline-level assessment at Norco College, we experimented with several assessments that required varied levels of effort by part-time faculty. This piece discusses our experience. We found that peer mentoring and communication were better predictors of part-time faculty participation than stipends, adaptable assessment prompts, or administrative pressure. 相似文献
12.
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
13.
Men and women who held a full-time appointment at lecturer level and above in Australian universities in 1988 were compared in terms of the career paths they had followed, geographic mobility, domestic responsibilities, work roles, and levels of performance as an academic. Women had more often spent a period outside the workforce or in part-time employment due to childcare responsibilities. They more frequently had followed their partners to another city or country, they more often had been a tutor (a non-tenurable position) before becoming a lecturer. The survey indicated that substantially more women than men pursuing a full-time career as an academic were combining substantial household labour and childcare with employment. However, even when number of children and ages of children were considered, there were no differences between men and women in self-rated performance in such academic roles as research, teaching, and administration. The results are discussed with reference to the question of why in numerical terms there have been so few women academics in Australian universities. 相似文献
14.
William C. Weiler 《Research in higher education》1981,15(2):129-139
This paper uses coefficient estimates from a model of retirement decision-making for faculty members in higher education institutions to simulate the impact of financial incentives for early retirement. The results suggest that plans can be designed to induce relatively large numbers of faculty members to retire prior to the mandatory retirement age. However, the costs of hiring replacements plus pension subsidies can be substantial, especially if the subsidies are directed toward faculty members with relatively low salaries. Hence, institutions wishing to provide open positions to hire new faculty may prefer different incentive plans than those whose goals do not require filling each position with a new faculty member. 相似文献
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16.
民办高校要发展,主要依赖于数量充足、质量可靠的师资队伍,尤其是专任师资队伍。当前,厦门市民办高校专任教师在数量规模上已经超过了外聘兼职教师,师资队伍建设进入质量建设阶段,而其质量建设的重要任务之一即是提高师资队伍的稳定性。笔者通过调查分析发现,薪酬待遇、职业发展机会以及社会地位认可是影响民办高校专任师资队伍稳定性的重要因素。最后,文章提出了提高民办高校师资队伍稳定性的相关措施。 相似文献
17.
谢晖 《湖北广播电视大学学报》2011,31(4):44-45
从电大开办以来,兼职教师一直发挥着重要的、不可或缺的作用,特别是在地市级城市,由于办学条件所限,地市级电大兼职教师更是做出了巨大的贡献。对兼职教师队伍进行研究是实现电大教育目标、培养高等专门人才的需要,是电大提高质量、持续发展的需要。加强兼职教师队伍的管理是一项长期的建设任务,电大要在激烈的人才竞争中立于不败之地,除了加强专职教师队伍建设外,还应重视和加强兼职教师队伍的研究与管理。 相似文献
18.
陈洁瑾 《孝感职业技术学院学报》2011,(1):24-27
文章针对当前高职院校教师队伍在准入制度、师资结构、双师要求、职后培训、兼职教师等方面存在的问题,提出了观念调整、制度更新、资源共享、活跃形式、专兼同塑等对策。 相似文献
19.
《College Teaching》2013,61(1):190-193
Abstract. The number of online courses being offered by postsecondary institutions has increased dramatically and consequently an increasing number of faculty are faced with teaching online courses. Students demonstrate more positive attitudes and higher levels of performance when online classes are highly interactive, but many faculty about to embark in online teaching are not aware of the techniques available to increase the level of interactivity in online courses. This article describes how to establish an interactive online learning environment and provides strategies for increasing student interactivity. 相似文献
20.
美国大学教授联合会 《清华大学教育研究》2007,28(3):70-82
本文对美国高校教师的薪酬收入水平进行了细致的研究,运用通货膨胀率对教师收入的实际水平进行了还原,然后对不同级别高校教师收入的变化、不同类型院校间教师收入变化、其他专业人士与教师之间收入变化进行了深入的比较研究,同时分析了高校教师收入水平负增长的原因,特别指出高校教师收入贬值的原因不能归咎于学校的收入下降,而恰恰是不恰当的不均衡分配导致高校教师收入增长不力。文章还对薪酬的重要组成部分美国高校教师福利和兼职教师的收入状况进行了分析。 相似文献