Full Professor Research Articles

Understanding the Representation of Asians and Asian Americans Within Academic Otolaryngology Leadership.

Elucidate the representation of Asian and Asian Americans in academic otolaryngology and the influence of race on promotion and leadership opportunities. Retrospective analysis of the Association of American Medical Colleges Faculty Administrative Management Online User System. Full-time otolaryngology faculty from all US medical schools from 2020 to 2023. Faculty demographics, tenure, and rank were collected. Descriptive statistics, Fischer's exact test, Rank Equity Index (REI), and multivariable logistic and ordinal regressions were used to characterize our cohort and assess the impact of race on academic advancement and leadership, defined as promotion to tenure or full professorship. Asians comprised 20.53% of 9056 faculty over 4 years. Asians were most likely to hold tenure-eligible positions (n = 600, 30.74%) but were significantly less likely than non-Asians to be tenured (43.00% vs 48.65%, P = .015). Asians were slightly above parity in promotion from assistant to associate professor (REI = 1.09) but below parity in promotion from associate professor to professor (REI = 0.78). Relative to whites, Hispanics, and African Americans, Asians reported the lowest associate/professor and assistant/professor REIs. On multivariable regressions, Asian race was not associated with decreased odds of tenure-eligible positions but was associated with decreased odds of tenure (odds ratio [OR] = 0.77, 95% confidence interval [CI] = [0.64-0.93]) and rank promotion (OR = 0.82, 95% CI = [0.74-0.90]). Despite strong overall representation in otolaryngology, Asians are less likely to receive promotion, tenure, or full professorship relative to other racial groups. Future efforts should emphasize equitable advancement opportunities to ensure a diverse otolaryngology leadership.

Pyrrhic Persistence?: One Road to Full Professorship at an HBCU

Pyrrhic Persistence?: One Road to Full Professorship at an HBCU

Staying Engaged and Achieving Promotion: The Role of Collegial Support and Career Reflection and Assessment for Mid-Career Faculty

The challenges and tensions experienced by mid-career faculty (MCF) can lead to frustration, disengagement, or leaving the professoriate altogether, a trend noted by researchers prior to and especially after the pandemic. In this article, we explore the role that collegial support and career reflection and assessment strategies targeting mid-career faculty can play to preserve institutional vitality, support faculty agency, and promote student success. Additionally, we propose initiatives and supports that may assist these faculty members in staying in the academy and staying well as they pursue professional fulfillment and work towards their goals, including promotion to full professorship. We contend that post-secondary campuses should invest in keeping MCF engaged because of the crucial roles they serve on campus.

Female researchers are under-represented in the Colombian science infrastructure.

Worldwide women have increased their participation in STEM, but we are still far from reaching gender parity. Although progress can be seen at the bachelor's and master's level, career advancement of women in research still faces substantial challenges leading to a 'leaky pipeline' phenomenon (i.e., the continuous decrease of women's participation at advanced career stages). Latin America exhibits encouraging rates of women participation in research, but the panorama varies across countries and stages in the academic ladder. This study focuses on women's participation in research in natural sciences in Colombia and investigates career progression, leadership roles, and funding rates by analyzing data on scholarships, grants, rankings, and academic positions. Overall, we found persistent gender imbalances throughout the research ecosystem that were significant using classical statistical analyses. First, although women constitute >50% graduates from bachelors in natural sciences, <40% of researchers in this field are female. Second, women win <30% of research grants, and in turn, their scientific productivity is 2X lower than that of men. Third, because of the less research funding and output women have, their promotion to senior positions in academic and research rankings is slower. In consequence, only ~25% of senior researchers and full professors are women. Fourth, the proportion of women leading research groups and mentoring young scientist in Colombia is <30%. Our study deepens our understanding of gender gaps in STEM research in Colombia, and provides information to design initiatives that effectively target gender disparities by focusing on key areas of intervention, and then gradually building up, rather than tackling structural inequities all at once.

There are alternatives. Models for sustainable employment structures in the German system of higher education.

The German system of higher education and public research is characterized by a high rate of temporary contracts with short contract durations and a nearly complete absence of structured career options. About 82% of employees not holding a full professorship have fixed-term contracts, with an average contract period of 20 months. This is facilitated by a special fixed-term employment law (Wissenschaftszeitvertragsgesetz) which universities and other public research institutions have stretched to its limits. Against the background of a survey which we conducted in 2021 and whose results once more demonstrate the shortcomings of this system, we discuss alternative options in the form of model calculations. We propose a reform of employment structures and career paths that could improve not only personal working conditions but also ensure the quality of research and teaching in German academia. By quantitative comparison with the current employment situation, our model calculation demonstrates that plannable career decisions can be enabled at an early stage without changing budgets or teaching duties. We also show that the counter argument of a "congestion" of positions is not substantiated, and that young scholars will still have the opportunity to start a career in the reformed system, while the total number of employees can be kept nearly constant.

The state of diversity among consultant neurologists in the United Kingdom

Equitable representation is key for successful clinical and research work. Inequalities in gender, skin colour, and education have been found among professionals in many medical, surgical and academic fields, but have not been examined yet in the current UK neurologists’ workforce. This cross-sectional study examined whether there are disparities in gender, perceived skin colour, education, academic productivity, and career progression among UK neurologists. The names of consultant neurologists working in the UK anytime between December 2021 and March 2022 were found via an online search. Online data were collected regarding education, research activity, academic productivity, impact and progression. A total of 1010 consultant neurologists were found to be working in the UK. There was predominance of men at consultant level, with a university affiliation, and with a full professor position. All 24 female full professors had white skin colour. There were no skin colour or gender disparities in currently being affiliated with a top university, obtaining a Master's degree, or duration between medical degree obtainment and becoming full professors. However, less black or brown neurologists had obtained a PhD, were consultants, andit took them a longer time from medical school graduation until becoming consultants.Less females were currently affiliated with a university and had obtained their medical degree from a top university. There were also skin colour and gender disparities in bibliometrics. In conclusion, this study revealed that there are gender, skin colour, education, academic productivity, and career progression gaps among UK consultant neurologists, which need to be addressed.

Surgeon Intersectionality and Academic Promotion and Retention in the US

Efforts have been made to increase the number of women and physicians who are underrepresented in medicine (UIM). However, surgery has been slow to diversify, and there are limited data surrounding the impact of intersectionality. To assess the combined association of race and ethnicity and sex with rates of promotion and attrition among US academic medical department of surgery faculty. This was a retrospective cohort study using faculty roster data from the Association of American Medical Colleges. All full-time academic department of surgery faculty with an appointment any time from January 1, 2005, to December 31, 2020, were included. Study data were analyzed from September 2022 to February 2023. Full-time academic faculty in a department of surgery with a documented self-reported race, ethnicity, and sex within the designated categories of the faculty roster of Association of American Medical Colleges. Trends in race and ethnicity and sex, rates of promotion, and rates attrition from 2010 to 2020 were assessed with Kaplan-Meier and Cox time-to-event analyses. A total of 31 045 faculty members (23 092 male [74%]; 7953 female [26%]) from 138 institutions were included. The mean (SD) program percentage of UIM male faculty increased from 8.4% (5.5%) in 2010 to 8.5% (6.2%) in 2020 (P < .001), whereas UIM female faculty members increased from 2.3% (2.6%) to 3.3% (2.5%) over the 10-year period (P < .001). The mean program percentage of non-UIM females increased at every rank (percentage point increase per year from 2010 to 2020 in instructor: 1.1; 95% CI, 0.73-1.5; assistant professor: 1.1; 95% CI, 0.93-1.3; associate professor: 0.55; 95% CI, 0.49-0.61; professor: 0.50; 95% CI, 0.41-0.60; all P < .001). There was no change in the mean program percentage of UIM female instructors or full professors. The mean (SD) percentage of UIM female assistant and associate professors increased from 3.0% (4.1%) to 5.0% (4.0%) and 1.6% (3.2%) to 2.2% (3.4%), respectively (P =.002). There was no change in the mean program percentage of UIM male instructors, associate, or full professors. Compared with non-Hispanic White males, Hispanic females were 32% less likely to be promoted within 10 years (hazard ratio [HR], 0.68; 95% CI, 0.54-0.86; P <.001), non-Hispanic White females were 25% less likely (HR, 0.75; 95% CI, 0.71-0.78; P <.001), Hispanic males were 15% less likely (HR, 0.85; 95% CI, 0.76-0.96; P =.007), and Asian females were 12% less likely (HR, 0.88; 95% CI, 0.80-0.96; P =.03). Non-UIM males had the shortest median (IQR) time to promotion, whereas non-UIM females had the longest (6.9 [6.8-7.0] years vs 7.2 [7.0-7.6] years, respectively; P < .001). After 10 years, 79% of non-UIM males (13 202 of 16 299), 71% of non-UIM females (3784 of 5330), 68% of UIM males (1738 of 2538), and 63% of UIM females (625 of 999) remained on the faculty. UIM females had a higher risk of attrition compared with non-UIM females (HR, 1.3; 95% CI, 1.1-1.5; P = .001) and UIM males (HR, 1.2; 95% CI, 1.0-1.4; P = .05). The mean (SE) time to attrition was shortest for UIM females and longest for non-UIM males (8.2 [0.14] years vs 9.0 [0.02] years, respectively; P < .001). Results of this cohort study suggest that intersectionality was associated with promotion and attrition, with UIM females least likely to be promoted and at highest risk for attrition. Further efforts to understand these vulnerabilities are essential.

Associate or Full Professor of Criminology

Associate or Full Professor of Criminology

Determinants of Operations Management Faculty Salary: Is Publishing in “A” Journals the “Bottom Line”?

This study investigates the determinants of salary for operations management scholars. Is it as some opine that the only thing that matters is the publication count in “A” journals? How do the full range of activities: research, teaching, service, and administration, affect salary? The present research seeks to shed light on these questions and is predicated on a data set that consists of the research, teaching, and service outcomes, along with salary, for a full census of operations management faculty at 22 public universities (227 faculty) for base, 9-month salary and a subset of 15 universities (150 faculty) for total annual compensation. The results demonstrate partial support for the hypotheses that only “A” publications are financially rewarded, with publications in Production and Operations Management having the highest correlation with salary. The salary reward for publishing in “A” journals is unaffected by number of coauthors. Publications in other academic journals, top-tier practitioner journals, and top journals in sister-fields, and measures of impact, such as citations, H-index, and research awards provide no additional explanatory value of salary. Likewise, service and teaching awards do not add explanatory value. Female Full Professors are paid roughly $23,000 less in base salary than their male counterparts. Non-publishing factors that significantly contribute to salary include changing university affiliations (only for Associate and Full Professors), taking on administrative duties, as well as certain qualitative measures such as achieving Fellow status at the Production and Operations Management Society.

Giving and receiving: Gendered service work in academia

Deploying the perspective of ‘relational work’, this article investigates the mechanisms behind the gender-unequal distribution of academic service. The concept of relational work is used to analyse how men and women in academia balance collective against individual interests when agreeing or disagreeing on service tasks. Four types of relational work are identified: compliance, evasiveness, barter and investment, with compliance being more common among women, evasiveness and barter being more common among men and investment being tied to temporality in a gendered pattern. The article shows that men are more successful in pursuing individual interests against service demands and how this depends on their relational work as well as organisational role expectations, reducing women’s prospects of ‘saying no’. The study is based on qualitative interviews with 163 associate and full professors in the social sciences and CV data on their service contributions.

Racial, Ethnic, and Gender Composition Among Neonatal Nurse Practitioner Faculty Ranks.

Despite increases in nursing faculty diversity, representation is lacking in positions of higher faculty rank. Challenges for minority faculty include decreased awareness of promotion standards, less mentoring, and increased stress from being the sole representative of their respective underrepresented population. The purpose of this study was to determine the racial, ethnic, and gender composition of neonatal nurse practitioner (NNP) faculty in the United States. A nonexperimental survey was sent to all accredited NNP programs to describe demographics of NNP faculty in the United State. Of the 128 survey participants, 84% self-identified as White. Forty-eight of the participants ranked Professor or Associate professor were White. In contrast, all other races only had 8 respondents who were of the higher faculty ranks. There were only 2 male participants; one identified as full professor and one as associate professor. Limitations of this project included a small sample size leading to an inability to determine statistical significance. Previous evidence supports decreased diversity in higher faculty rank in other healthcare providers and the results of this study add to that body of literature. Barriers to increased diversification need to be rectified to ensure health equity to all patients.

Gender and Racial Diversity Among Obstetrics and Gynecology Departments and Gynecologic Oncology Divisions in Canada: Are We There Yet?

ObjectivesGender and racial diversity in academic Canadian departments of obstetrics and gynecology (OBGYN) have not been previously described. We examined gender representation in leadership in academic OBGYN departments and gynecologic oncology (GO) divisions, and determined factors predictive of leadership and promotion including racialized status. MethodsThis cross-sectional study of Canadian residency-affiliated academic OBGYN departments queried institutional websites in January 2021 to compile a list of academic faculty. Subjective gender was assessed using photographs and pronouns, and racialized status was determined using photographs. Logistic regression analyses determined predictive factors for leadership roles. Fassiotto et al. rank equity indices (REI) and Hofler et al. representation ratios were calculated. ResultsWithin 16 Canadian institutions there were 354 (33.6%) men and 699 (66.4%) women, with 18.3% racialized faculty. Men were more likely to reach full professorship (P < 0.00001) and leadership positions of department chair, vice-chair or division head (P = 0.01). Representation ratios for women in OBGYN were <1 for all administrative leadership positions, and pairwise comparisons of the probability of promotion for women OBGYNs using REI reveal significant disparities between senior and junior administrative leadership and professorial ranks. Racialized physicians were less likely to have attained full professorship (P = 0.002). Ninety-seven academic GOs were identified: 68 (70.1%) were women, 17 (17.5%) racialized. Seven GO divisions (44%) had no racialized members. On multivariate analysis, only year of completion of fellowship was predictive of leadership. ConclusionIn academic Canadian OBGYN departments women are underrepresented in leadership and full professor positions. Racialized faculty are underrepresented in full professorship.

Ethnologie in der sowjetisch-besetzten Zone 1945–1948/49. Richard Thurnwald in Berlin und Julius Lips in Leipzig

The ideologically contrasting occupation of two full professorships in ethnology in Berlin and Leipzig during the short phase of direct Soviet occupation in the context of the manifesting Cold War leads into a jungle-like interwoven academic landscape that has so far been little illuminated. This article explores the (science-)political constellations and contrasting interests that, from 1945 to 1949, favored both the unbroken Berlin career of jurist, ethnologist, and sociologist Richard Thurnwald (1869–1954), who had pandered to Nazi interests, and the re-migration from U.S. exile of Julius Lips to Leipzig (1895–1950), a jurist, ethnologist, and sociologist, who was committed to anti-fascism.

Differential Time-To-Promotion Trajectories Among Female and Male Neurosurgeons Contribute to Gender Disparities in Academic Rank Achievement

Despite the increasing representation of females in neurosurgical training, the fraction of female to male neurosurgeons decreases dramatically as faculty rank (Assistant, Associate, or Full Professor) increases. To assess this discrepancy, we quantified self-reported time-to-promotion trajectories for female and male neurosurgeons holding academic appointments. In this cross-sectional institutional review board (IRB)-approved study, 147 female and 84 male neurosurgeons currently holding faculty positions in the US were contacted via email and invited to complete an anonymous, standardized survey. Respondents provided the calendar year of postgraduate training completion, promotion to different faculty ranks, geographic region of current practice (Western, Midwest, Southern, Northeast), and practice subspecialty. The response rate was 44.2% for females and 59.5% for males, with 114 participants included (65 female, 49 male). On average, female neurosurgeons required 25% longer to become an Associate Professor (P= 0.017), 34% longer to become a Full Professor (P= 0.004), 37% longer for promotion from Assistant to Associate Professor (P < 0.001), and 32% longer from Assistant to Full Professor (P= 0.012). Promotion timelines did not vary by region or specialty among male and female cohorts. Linear regressions revealed that female neurosurgeons with more recent training completion experienced shorter time-to-promotion to Associate and Full Professor compared to females of earlier generations (P= 0.005 and 0.001, respectively), while male timelines remained stable. This study identifies a significant delay in time-to-promotion for female neurosurgeons compared to their male counterparts. Investigation and standardization of promotion timelines are necessary to ensure meaningful representation gains from the increased number of women entering neurosurgical training.

Creating a Collaborative Teaching Culture: The Case Study of the Value of a Professional Learning Community

In sport management higher education, doctoral students and early-career faculty are often tasked with teaching university courses, yet the training and support rarely match the demands of the job. This paper explores the utility of a professional learning community (PLC) within a sport management department at an American university using a case study methodology. A PLC creates space for colleague collaboration among faculty with similar objectives and goals. The PLC examined in this manuscript includes a mix of experienced (i.e., associate and full professors) and inexperienced professors (i.e., assistant professors and doctoral students) sharing their classroom/instructional experience at the undergraduate and master’s levels. PLCs represent a viable solution to help ease the classroom transition for early-career instructors and provide a platform for faculty to seek advice related to challenges. Findings suggest that the proper implementation of PLCs can lead to perceived increases in teaching effectiveness, self-efficacy, and collaboration amongst experienced and inexperienced faculty. Other benefits of PLCs include allowing faculty members to remain attuned to current classroom trends and maintaining a common philosophical mission/vision for the degree program.

Resenha do livro “Emoções &amp; educação: reflexões sobre a obra de Augustín Escolano Benito”

The text deals with a review of the book Emoções &amp; Educação - The historical construction of emotional education, translated into Portuguese by Heloísa Helena Pimenta Rocha and Andréa Bezerra Cordeiro, is a publication by Editora Mercado de Letras from the year 2021, about the original work Emociones Y Educación – La Construcción Histórica de La Educación Emocional, from 2018, by professor and researcher Augustín Escolano Benito, full professor at the Universidad de Valladolid and founder and director of the Centro Internacional de la Cultura Escolar (CEINCE), based in Berlanga de Duero - Spain. Work dedicated to thinking and analyzing the spaces, times, objects and rituals that make up a given school culture and that are permeated with emotions and feelings, presenting a new study perspective for researchers in the History of Education.

The young and the old, the fast and the slow: a large-scale study of productivity classes and rank advancement

ABSTRACT We examined a large sample of Polish science, technology, engineering, mathematics, and medicine (STEMM) scientists (N = 16,083) to study rank advancement and productivity in the past 40 years. We used two previously neglected time dimensions – promotion age and promotion speed – to construct individual lifetime biographical and publication profiles. We followed a classificatory approach and the new methodological approach of journal prestige–normalized productivity. All scientists were allocated to different productivity, promotion age, and promotion speed classes (top 20%, middle 60%, and bottom 20%). The patterns found were consistent across all disciplines: scientists in young promotion age classes (and fast promotion speed classes) in the past were currently the most productive. In contrast, scientists in old promotion age classes (and slow promotion speed classes) in the past were currently the least productive. In the three largest disciplines, the young-old promotion age productivity differential for associate professors was 100–200% (150–200% for full professors), and the fast-slow promotion speed productivity differential for associate professors was 80–150% (100–170% for full professors). Our results were partly supported by a regression analysis in which we examined odds ratio estimates of belonging to top productivity classes. To examine the sample, we combined biographical and demographic data collected from the national register of all Polish scientists and publication metadata on all Polish articles indexed in Scopus (N = 935,167).

Erinnerungen. Ankauf, Umbau und Zerstörung der Villa Düsternbrooker Weg 40 in Kiel

The article summarizes the essential statements of a detailed description of the reconstruction and the interior of the house Düsternbrooker Weg 40 in Kiel, made by its owner Wilhelm Anschütz (1870–1954), full professor for surgery at Kiel University, after the sinking of the house during the bombing of Kiel in the night of August 26–27, 1944. Anschütz gives an object biography of the house from 1909 to 1944, reporting on the reconstructions and describing them in detail room by room, showing the associated interior partly with details of their origin and more precise form. This unique source of a subjective idea of a middle-class home in Kiel before the Second World War provides detailed insights into the living environment of the time and is also of further interest as a self-testimony.

ChatGPT's potential to support home care for patients in the early period after orthopedic interventions and enhance public health.

This study presents the first investigation into the potential of ChatGPT to provide medical consultation for patients undergoing orthopedic interventions, with the primary objective of evaluating ChatGPT's effectiveness in supporting patient self-management during the essential early recovery phase at home. Seven scenarios, representative of common situations in orthopedics and traumatology, were presented to ChatGPT version 4.0 to obtain advice. These scenarios and ChatGPT̓s responses were then evaluated by 68 expert orthopedists (67 males, 1 female; mean age: 37.9±5.9 years; range, 30 to 59 years), 40 of whom had at least four years of orthopedic experience, while 28 were associate or full professors. Expert orthopedists used a rubric on a scale of 1 to 5 to evaluate ChatGPT's advice based on accuracy, applicability, comprehensiveness, and clarity. Those who gave ChatGPT a score of 4 or higher considered its performance as above average or excellent. In all scenarios, the median evaluation scores were at least 4 across accuracy, applicability, comprehensiveness, and communication. As for mean scores, accuracy was the highest-rated dimension at 4.2±0.8, while mean comprehensiveness was slightly lower at 3.9±0.8. Orthopedist characteristics, such as academic title and prior use of ChatGPT, did not influence their evaluation (all p>0.05). Across all scenarios, ChatGPT demonstrated an accuracy of 79.8%, with applicability at 75.2%, comprehensiveness at 70.6%, and a 75.6% rating for communication clarity. This study emphasizes ChatGPT̓s strengths in accuracy and applicability for home care after orthopedic intervention but underscores a need for improved comprehensiveness. This focused evaluation not only sheds light on ChatGPT̓s potential in specialized medical advice but also suggests its potential to play a broader role in the advancement of public health.

The Viability of Doctoral Thesis and Oral Exams in Student’s Native Language

ABSTRACT The issue of English being the lingua franca in transnational higher education remains a debate, especially regarding fairness in doctoral examinations. The current study builds upon a recent publication that proposes examining doctoral students of an Anglophone doctoral program offered on an offshore campus in China to be held in the Chinese language with translation and interpretation. The current study explores the viability of this option for transnational doctoral programs from doctoral supervisors' and students' perspectives. This qualitative exploratory study recruited 13 full professors and 18 doctoral students to collect data using a hypothetical case scenario and in-depth face-to-face interviews. The qualitative data analysis utilized the six-phase framework of Clarke and Braun for the thematic analysis of the data. Four major themes in the findings suggest that such a radical provision might be an arduous process, if not impossible. The results are discussed regarding fairness in assessment, efforts to safeguard indigenous knowledge, and creating spaces for building knowledge from non-English speaking countries. This research sheds important light on the complexities and challenges involved in promoting fairness and inclusivity in transnational doctoral programs, highlighting the need for creative solutions that balance practical feasibility and ethical ideals.