What are they saying? Black faculty at predominantly white institutions of higher education

In the Twenty-first century Black faculty at predominantly White institutions (PWIs) of higher education that are research-oriented or extensive doctoral granting institutions have identified concerns that produce stress, dissatisfaction and a climate of distrust. Using a Delphi panel of twenty-four Black faculty from forty-three PWIs, 13 concerns after three rounds with a Delphi panel were identified and discussed. These concerns established reasons for a lack of presence (underrepresentation) of Black faculty and a lack of success for Black faculty at PWIs.     

What triggers imposter phenomenon among academic faculty? A critical incident study exploring antecedents,coping, and development opportunities

Despite research on imposter phenomenon among graduate students, few researchers have explored how academic faculty copes with the psychological stress resulting from questioning their professional legitimacy and expertise. We examined the predicating events that trigger imposter tendencies among academic faculty, their applied coping skills at mitigating such experiences and types of institutional resources that could support faculty struggling with imposter phenomenon. We position our study within identity theory and suggest that the emergence of imposter phenomenon could be a formative part of how faculty form their professional identity. Using critical incident technique (CIT) to analyse faculty narratives (n = 16), we identified four specific incidents that triggered faculty imposter experiences, four distinct coping methods used to interrupt the imposter cycle, and perceived needs and resources around institutional support. We also identified gender differences in incidents and coping responses. Specific suggestions are offered for formal and informal learning interventions in dealing with faculty imposter phenomenon as it relates to work outcomes.     

A mixed-method exploratory study of interprofessional education in social work at historically Black colleges and universities: A faculty perspective

ABSTRACT

A mixed-method approach was used to capture social work faculty experiences in integrating interprofessional education (IPE) in the social work curriculum at historically Black colleges and universities (HBCUs). Questions measured attitudes, needs, preparation, and readiness of HBCU faculty to participate in preprofessional and graduate IPE courses. Both quantitative and qualitative analyses were used. The 23 participants indicated that there was strong interest and endorsement for participation in IPE as an educational tool to improve interdisciplinary team work and social care outcomes. However, faculty had limited previous involvement with IPE courses. Many partners were identified for IPE courses with almost all endorsing alcohol and substance abuse counseling, mental health counseling, public health, early childhood education, nursing, rehabilitation counseling, school of divinity, and school of psychology. The following IPE teaching methods were endorsed by almost all of the faculty: seminars, IPE common tools, case analysis, collaborative assessment, role playing, and experiential activities. Qualitative analysis of the open-ended questions yielded five themes: designing/evaluating IPE programs, embedding IPE courses in the social work curriculum, facilitating trust among faculty, removing negative IPE stereotypes, and IPE courses sustainability. The study contributes vital information about an important group of stakeholders whose participation in IPE, heretofore not mentioned in the IPE literature, needs to be integrated. We recommend that the IPE higher education community work with HBCUs to implement IPE.     

高校教师资源开发及制度创新浅探

人才是高校的第一资源,教师是第一资源中的核心资源.实施人才资源开发战略是高校教师资源建设的必然选择.文章在分析高校师资队伍建设和教师资源管理的现状基础上,探讨了教师资源的特点,提出了教师资源开发的对策与举措.     

江西省特殊教育师资培养模式探析

特殊教育师资的培养是发展特殊教育、改善特殊教育质量的前提与保障。“一体化、开放化、多元化和制度化”是当前特殊教育师资培养的必然趋势。针对江西省特殊教育及特殊教育师资培养的现状,从职前教育、职后培训及配套措施方面提出改革特殊教育师资培养的几点建议。     

高校教工党支部建设目标化管理刍议

在高校教工党支部建设中实施目标化管理,是新形势下加强和改进高校党的基层工作和提高工作效能的有益尝试。本文从高校教工党支部建设目标化管理的原则、目标化管理体系的建立与实施、目标化管理的考评等方面进行探索,以构建高校教工党支部目标化管理的科学体系,通过实施目标化管理强化教工党支部的战斗堡垒作用及充分发挥教师党员的先锋模范作用。     

地方本科院校师资队伍建设之路

高等教育大众化给地方本科院校的师资队伍建设带来了一系列问题。地方本科院校在师资队伍建设中应根据自身的特点,着眼于队伍建设的价值性、科学性和效益性,重点解决好青年教师队伍、学科带头人队伍建设,以及用人观念和开放办学的问题,走出一条有特色的师资队伍建设之路。湖南理工学院在师资队伍建设方面取得了一定经验。     

论高等教育大众化时代大学教师专业发展政策的价值选择

价值选择是大学教师专业发展政策制定和执行的首要环节。根据大学教师专业发展的理论进行客观定位是决策者做出正确价值选择的保证。高等教育大众化背景下,价值选择应定位于促进大学教师教学、科研和服务能力的综合提升、学术创新精神的培养和专业自我更新能力的提高、职业道德和心理素质的不断加强。只有以大学教师专业发展为政策价值选择的主要标准,并为其发展提供宽松和谐的外部政策环境,才能最终达成大学教师、高等教育和国家的利益共赢。     

教学学术及其价值

大学教师教学学术是大学教师关于教学的系统而专门的学识和知识,具体表现为教学的深入认识、全面知识、高超能力和卓越成果。认同、研究教学学术,会扩大学术的范围,促使教师正确地认识大学教师及其教学和努力地研究教学,恢复教学在大学中的中心地位,促进教师的专业发展,指导教师的教学实践。     

青年教师培养的几点体会

针对我院青年教师的培养过程,结合作者的体会,就如何进一步加强青年教师培养,从建立新教师上岗培训制度;实行导师制,做好传帮带;做好继续教育工作,提高师资素质;营造成才环境等方面提出了建议.