‘Separate but Not Quite Equal’: Collegiality Experiences of Full-Time Non-Tenure-Track Faculty Members

2017 ◽  
Vol 88 (4) ◽  
pp. 505-528 ◽  
Author(s):  
Don Haviland ◽  
Nathan F. Alleman ◽  
Cara Cliburn Allen
Keyword(s):  
Faculty Members ◽  
Full Time ◽  
Tenure Track ◽  
Tenure Track Faculty

Employee engagement: exploring higher education non-tenure track faculty members’ perceptions

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Brad J. Kovaleski ◽  
Vishal Arghode
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Phenomenological Approach ◽  
Faculty Members ◽  
Full Time ◽  
Tenure Track ◽  
Content Type ◽  
North East ◽  
Tenure Track Faculty ◽  
Data Clusters

Purpose The purpose of this paper is to study employee engagement in higher education by examining full-time non-tenure track faculty members’ perceptions at a North East US state public university. Design/methodology/approach The authors used semi-structured face-to-face personal interviews with 11 non-tenure track full-time university faculty. Using a phenomenological approach, thematic analysis was conducted for employee interview data. The data was further refined through first and second cycle coding. The primary eight coded clusters were further reduced to three data clusters, each representing an evolving unit of meaning. Findings The analysis revealed three themes relating to how full-time non-tenure track faculty experience and understand engagement: required institutional engagement, perceived necessary engagement and relational collegial engagement. Originality/value The study adds to the limited research available on non-tenure track faculty members within higher education organization and their perceptions of engagement.

scholarly journals 4: UNDERSTANDING AND SUPPORTING FULL-TIME NON-TENURE-TRACK FACULTY

2011 ◽  
Vol 29 (1) ◽  
pp. 46-59
Author(s):  
Genevieve G. Shaker ◽  
Megan M. Palmer ◽  
Nancy Van Note Chism
Keyword(s):  
Full Time ◽  
Tenure Track ◽  
Tenure Track Faculty

scholarly journals Professional Internships for PhD Students

2015 ◽  
Vol 37 (3) ◽  
pp. 44-45
Author(s):  
Christopher Penny
Keyword(s):  
Biological Sciences ◽  
Research Council ◽  
Academic Work ◽  
Faculty Members ◽  
Tenure Track ◽  
Diverse Range ◽  
Tenure Track Faculty ◽  
The Usa ◽  
The Uk ◽  
Research Councils

According to NIH statistics, only 8% of people that begin a biology PhD in the USA become tenure-track faculty members. Anecdotally, this number can vary between 1 and 10%, depending on the institution and field. For those young scientists who want a career within academia, these statistics can be both daunting and depressing. For those who can't wait to leave, or for those who choose to leave with perhaps less enthusiasm, there is a world of opportunities in a diverse range of sectors. However, many non-academic jobs require experience or skills that are difficult to obtain or apply while studying for a PhD. Recently, the research councils within the UK, and in particular the Biotechnology and Biological Sciences Research Council (BBSRC), have made some large investments to provide PhD students with additional skills and experience beyond their academic work.

Work Motivation and Job Satisfaction of Sport Management Faculty Members

2018 ◽  
Vol 12 (2) ◽  
pp. 80-89 ◽  
Author(s):  
Sarah Stokowski ◽  
Bo Li ◽  
Benjamin D. Goss ◽  
Shelby Hutchens ◽  
Megan Turk
Keyword(s):  
Job Satisfaction ◽  
Sport Management ◽  
Work Motivation ◽  
Department Chairs ◽  
Faculty Members ◽  
Tenure Track ◽  
Motivation Factors ◽  
Job Satisfaction Survey ◽  
Tenure Track Faculty ◽  
Education Administrators

Informed by self-determination theory, this study builds on previous research to examine the work motivation and job satisfaction levels of sport management faculty members, as well as any relationship between their job satisfaction levels and work motivations. A total of 193 sport management faculty responded to a survey consisting of the Job Satisfaction Survey and the Motivation at Work Scale. Results revealed that regarding job satisfaction, faculty members were more satisfied with work itself, supervision, and coworkers and were less satisfied with pay, operating procedures, and reward. While participating sport management faculty had the highest mean in intrinsic motivation, job satisfaction also was significantly positively correlated with identified regulation. Male faculty showed significantly greater overall job satisfaction than female faculty, but gender did not affect work motivation factors. Finally, results revealed no significant differences among tenured, tenure-track, and non-tenure-track faculty in motivation levels, but after controlling for motivation, job satisfaction levels of non-tenure-track faculty were significantly less than those of tenured and tenure-track faculty. Results of this study can assist higher education administrators (i.e., department chairs, deans, provosts) to better understand that this population is highly intrinsically motivated and identifies deeply with their work. Administrators should work diligently to preserve autonomy, a factor that appears to lead to greater levels of motivation and job satisfaction.

scholarly journals Who Creates a Google Scholar Profile?

2020 ◽  
Vol 53 (3) ◽  
pp. 515-520
Author(s):  
Hannah June Kim ◽  
Bernard Grofman
Keyword(s):  
Political Science ◽  
Early Career ◽  
Google Scholar ◽  
Full Time ◽  
Tenure Track ◽  
Tenure Track Faculty ◽  
Early Career Faculty ◽  
Citation Counts ◽  
Science Departments ◽  
Highly Cited

ABSTRACTThis article uses data collected from Google Scholar to identify characteristics of scholars who have chosen to create a Google Scholar profile. Among tenured and tenure-track faculty with full-time appointments in PhD-granting political science departments, we find that only 43.7% have created a profile. However, among R1 faculty, young and early-career faculty are more likely to have Google Scholar profiles than those in older cohorts. Although subfield differences are largely nonexistent, there is a notably low proportion of theory faculty with profiles and a slightly higher proportion with profiles among methodologists. Moreover, within cohorts, those who are highly cited are more likely to have profiles than those who have low citation counts. We conclude by discussing implications of our findings, the increasing usage of Google Scholar and profiles, and the increasing importance of an online presence in the academy.

scholarly journals Off the track: A profile of non-tenure track faculty at McGill University

2017 ◽  
Vol 28 (3) ◽  
pp. 1-19
Author(s):  
Carol Cumming Speirs ◽  
Rhonda Amsel ◽  
Malcolm G. Baines ◽  
Jo-Anne Pickel
Keyword(s):  
Employment Status ◽  
Full Time ◽  
Tenure Track ◽  
Highly Qualified ◽  
Tenure Track Faculty ◽  
Financial Restraint ◽  
Part Time ◽  
Mcgill University ◽  
Disproportionate Number ◽  
High Degree

A survey conducted at McGill University suggests that non-tenure track faculty are a diverse group of highly-qualified individuals whose employment status involves a high degree of uncertainty. In accordance with other Canadian and American studies, the survey also found that a disproportionate number of women occupy non-tenure track as opposed to tenured or tenure track positions. Since the 1980s, North American universities have responded to increasing student enrollments and con- tinued cuts to government funding by appointing significant numbers of faculty to full-time and part-time non-tenure track positions. Due to the precariousness of their employment status, non-tenure track faculty rep- resent an attractive buffer in times of financial restraint. Despite their increasing numbers, however, little is known about the composition and concerns of non-tenure track faculty as a group. This article describes this group at one university and puts into question the structural and power relations that have led to their increased use and abuse.

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