论大学教师学术创新力的基础:学术综合交叉能力     

宋萑  康晓伟 《比较教育研究》2011,(7):12-16

学术综合交叉能力是大学教师创新力的重要心理基础。本文从大学教师学术综合交叉能力的必要性、大学教师学术综合交叉能力的内涵以及大学教师学术综合交叉能力提高的策略三方面论述了大学教师创新力的重要基础。大学教师学术综合交叉能力的研究应该引起大学教师学术创新力研究领域的关注。  相似文献   

地方综合性大学师资国际化的对策     

倪雅 《扬州大学学报(高教研究版)》2011,15(4):29-31,35

在区域性经济发展、外向型经济的推动下,各地方综合性大学纷纷制定了国际化的发展战略。输送适应地方经济发展的创新型人才的目标对地方综合性大学的师资提出了更高的要求。为了达到这一目标,地方综合性大学的师资国际化发展变得刻不容缓。但地方综合性大学的师资国际化还存在诸多不足,需要地方政府、地方综合性大学以及教师齐心协力,共谋发展大计。  相似文献   

The case for democratic governance in Canada's community colleges     

John D. Dennison 《Interchange》1994,25(1):25-37

Although the tradition of bicameral governance is well established in Canada's universities, in no province do community colleges operate under a similar principle. In fact, there is no statutory role for college faculty in governance, either through a senate or a senate-like body. This article argues the case for greater democracy in the governance of colleges and, in doing so, analyzes the role of college governance. The conclusion reached is that, while more democratic and participatory governance may be argued on conceptual grounds, it would also improve morale, trust, and communication within the college sector.  相似文献   

Factors which comprise salary     

Gerald W. McLaughlin  John C. Smart  James R. Montgomery 《Research in higher education》1978,8(1):67-82

A linear causal model is postulated and path analysis procedures are used to examine the direct, indirect, and total influence of 39 variables (grouped into eight general measures) on the salaries of 24.461 faculty members associated with virtually every discipline and type of postsecondary institution in the academic community. The results show wide variation in the relative influence of characteristics of postsecondary institutions and the personal and professional characteristics of faculty members on faculty salaries. The implications of these findings are discussed and specific guidelines are provided to assist those interested in examining the external and internal consistency of the faculty salary structures of their respective institutions.  相似文献   

Mentoring of Women Faculty: The Role of Organizational Politics and Culture   总被引：1，自引：0，他引：1  

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   

分析化学课堂教学中的创新教育     

高筠 《唐山师范学院学报》2007,29(2):113-114

总结了在分析化学课堂教学中进行创新教育的几点经验,并进行了具体的阐述和实例分析。  相似文献   

A Door Must Be Opened: Perceptions of Students with Disabilities in Higher Education     

Nina Yssel  Natalya Pak  Jayne Beilke 《International Journal of Disability, Development & Education》2016,63(3):384-394

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The income consequences of the all-doctorate marriage     

David Shulenburger  William Whitely 《Research in higher education》1979,10(2):173-188

Income levels and percentage change in 1971–1975 income were regressed on personal and institutional variables for husband and wife doctorates holding full-time academic positions. Results of the composite equation indicate a $1,254 premium associated with being male after controlling for the other variables. Composite results also indicate a negative relationship between income for one spouse and the perceived opportunities for employment of the other spouse. Separate equations for the spouses indicate that this result related only to the wives' perceived opportunities of their husbands' income. By eliminating individuals with education doctorates and substituting the husbands' weights for the wives', the $1,254 differential was partially eliminated. The remaining differential between husbands' and wives' income was due to the greater involvement of the males in consulting and administration, greater involvement of the women in education, and fewer number of years of full-time experience of the wives. Comparison of income changes in both the composite and separate equations indicate that the wives received an 8–9% greater income increase than their husbands.  相似文献   

A Loyalty Tax? National Measures of Academic Salary Compression     

Barbezat  Debra A. 《Research in higher education》2004,45(7):761-776

This paper presents measures of faculty salary compression for 1993 and 1999 based on national, rather than institutional-level, data. Using a recently developed technique and two national faculty surveys, actual junior to senior salary ratios are derived as well as predicted salary ratios that represent what the salary ratios would be if junior and senior faculty were similarly compensated for their productive traits. The analysis, which considers three alternative definitions of junior faculty and stratifies results by institutional type, produces an overall finding of no salary compression. A limited number of disciplines, including business and economics, however, do exhibit signs of salary compression.  相似文献   

高水平大学学科队伍建设的思考   总被引：3，自引：0，他引：3  

刘虹  马桂林 《清华大学教育研究》2007,28(3):65-69

重视和加强高等学校的师资队伍建设具有极为重要的现实意义,队伍建设也是学科建设的关键。但在我国目前高等教育学科建设的过程中,学科队伍建设还存在着一些不容忽视的问题。本文阐述了学科队伍建设的重要性,分析了当前高校学科队伍建设中存在的一些问题和不稳定因素,并讨论了加强学科队伍建设的对策措施。  相似文献