National Faculty Survey Research Articles

Exploration of the efficacy of the case method of teaching

SynopsisThe purpose of this research is to identify studies that had been undertaken to determine the efficacy of the case method of teaching as compared to the lecture method in an academic setting. An extensive search of secondary sources to identify research was undertaken to determine the effectiveness of case teaching as compared to the lecture method. The findings of this study indicate within the research reviewed the following positive results of case teaching noted by students: enhanced learning of the subject; heightened student engagement in the classroom; and the receipt of higher grades in some disciplines. The following negative results are also found: lack of understanding of course content and the method is more challenging and time consuming. In a national survey of faculty using the case method for the first time, the following positive outcomes of utilizing the case method were found: develops strong critical-thinking skills, greater retention of course material and more active engagement in the classroom. The limitations are the inconsistency of variables measured in the study and the small sample sizes. “Recommendations for further study include the use of larger sample sizes and a control group using the lecture method of teaching.”Research methodologyAn extensive search for all studies is performed in the classroom to evaluate and compare the use of the case method as compared to the lecture method of teaching.Relevant courses and levelsThe courses evaluated in the study are from a variety of disciplines in universities.Theoretical basesA review of research studies is performed to evaluate the efficacy of the case method of teaching as compared to the lecture method.

International faculty at Japanese universities: their demographic characteristics and work roles

The purpose of this study is to explore key aspects of the personal, educational, and professional characteristics of international faculty and their work roles at Japanese universities based on findings from a national survey of international faculty in 2017. Main findings include the following: first the demographic profile of international faculty differs from their Japanese colleagues in terms of their highest degree awarded, academic rank, and between disciplines; second, three broad types of international faculty could be practically identified, and which differ according to their size and professional roles within their institutions; third, in addition to both teaching and research, international faculty are also strongly expected to undertake any activities which cannot be accomplished by Japanese colleagues, especially help enhance the international reputation of their current universities.

Race/Ethnicity and Success in Academic Medicine: Findings From a Longitudinal Multi-Institutional Study.

To understand differences in productivity, advancement, retention, satisfaction, and compensation comparing underrepresented medical (URM) faculty with other faculty at multiple institutions. A 17-year follow-up was conducted of the National Faculty Survey, a random sample from 24 U.S. medical schools, oversampled for URM faculty. The authors examined academic productivity, advancement, retention, satisfaction, and compensation, comparing white, URM, and non-URM faculty. Retention, productivity, and advancement data were obtained from public sources for nonrespondents. Covariates included gender, specialty, time distribution, and years in academia. Negative binomial regression was used for count data, logistic regression for binary outcomes, and linear regression for continuous outcomes. In productivity analyses, advancement, and retention, 1,270 participants were included; 604 participants responded to the compensation and satisfaction survey. Response rates were lower for African American (26%) and Hispanic faculty (39%) than white faculty (52%, P < .0001). URM faculty had lower rates of peer-reviewed publications (relative number 0.64; 95% CI: 0.51, 0.79), promotion to professor (OR = 0.53; CI: 0.30, 0.93), and retention in academic medicine (OR = 0.49; CI: 0.32, 0.75). No differences were identified in federal grant acquisition, senior leadership roles, career satisfaction, or compensation between URM and white faculty. URM and white faculty had similar career satisfaction, grant support, leadership, and compensation; URM faculty had fewer publications and were less likely to be promoted and retained in academic careers. Successful retention of URM faculty requires comprehensive institutional commitment to changing the academic climate and deliberative programming to support productivity and advancement.

How Prepared Are MSW Graduates for Doctoral Research? Views of PhD Research Faculty

ABSTRACTThis national survey of PhD faculty assessed the research preparation of entering doctoral social work students on a wide range of research knowledge and related skills. The prior literature shows that PhD programs repeat much BSW and MSW research course content. This study shows that the trend continues and has perhaps widened. PhD research faculty report that the typical entering PhD student displayed solid conceptual, ethics, and writing skills but lesser preparation for conducting quantitative and qualitative research, including methods related to understanding evidence-based practice. The research expectations of responding PhD faculty were low, reflecting limited retention and little production of research among typical entering doctoral students. These findings raise the issue of how effectively the social work profession prepares students for research and for future PhD education.

NLN Partners With QSEN to Conduct a National Faculty Survey: Results Shed Light on State of QSEN Integration in Prelicensure Nursing Programs.

NLN Partners With QSEN to Conduct a National Faculty Survey: Results Shed Light on State of QSEN Integration in Prelicensure Nursing Programs.

Differential Social Network Effects on Scholarly Productivity

Academic productivity is realized through resources obtained from professional networks in which scientists are embedded. Using a national survey of academic faculty in Science, Technology, Engineering, and Mathematics (STEM) fields across multiple institution types, we examine how the structure of professional networks affects scholarly productivity and how those effects may differ by race, ethnicity, and gender. We find that network size masks important differences in composition. Using negative binomial regression, we find that both the size and composition of professional networks affect scientific productivity, but bigger is not always better. We find that instrumental networks increase scholarly productivity, while advice networks reduce it. There are important interactive effects that are masked by modeling only direct effects. We find that white men are especially advantaged by instrumental networks, and women are especially advantaged by advice networks.

Open Introductory Psychology Textbooks

Given their high cost, many students no longer buy textbooks for all of their courses, impacting their learning and performance in these courses. This is especially prevalent at community colleges. Open (digitally free) textbooks constitute one solution to this problem, but the latest national survey of college faculty found that 66% were not aware of open textbooks and 15% only somewhat aware. Because introductory psychology is psychology’s most popular course with 1–2 million students enrolled annually and almost 50% are community college students, we addressed this unawareness problem by providing analytical discussions of the viability of the open introductory textbooks presently available. We conclude that traditional textbooks are higher in quality, but open textbooks meet a specific market need.

Challenges in Recruiting, Retaining and Promoting Racially and Ethnically Diverse Faculty

BackgroundDespite individual and institutional awareness of the inequity in retention, promotion and leadership of racially and ethnically underrepresented minority faculty in academic medicine, the number of such faculty remains unacceptably low. The authors explored challenges to the recruitment, retention and promotion of underrepresented faculty among a sample of leaders at academic medical centers. MethodsSemi-structured interviews were conducted from 2011 to 2012 with 44 senior faculty leaders, predominantly members of the Group on Diversity and Inclusion (GDI) and/or the Group on Women in Medical Sciences (GWIMS), at the 24 randomly selected medical schools of the National Faculty Survey of 1995. All institutions were in the continental United States and balanced across public/private status and geographic region. Interviews were audio-taped, transcribed, and organized into content areas before conducting inductive thematic analysis. Themes expressed by multiple informants were studied for patterns of association. ResultsThe climate for underrepresented minority faculty was described as neutral to positive. Three consistent themes were identified regarding the challenges to recruitment, retention and promotion of underrepresented faculty: 1) the continued lack of a critical mass of minority faculty; 2) the need for coordinated programmatic efforts and resources necessary to address retention and promotion; and 3) the need for a senior leader champion. ConclusionDespite a generally positive climate, the lack of a critical mass remains a barrier to recruitment of racially and ethnically underrepresented faculty in medicine. Programs and resources committed to retention and promotion of minority faculty and institutional leadership are critical to building a diverse faculty.

The impact of work-life balance on intention to stay in academia: Results from a national survey of pharmacy faculty.

Border-Crossing theory suggests work-life balance and career satisfaction are inter-related and disappointment in work-life balance may predict changes in one's career path. Application of this theory to health profession faculty is plausible but has not been fully explored. The purpose of this study is to examine factors related to reported career change intention among United States pharmacy school faculty and to determine if Border-Crossing theory fits these observations. Results from a national web-based survey administered via Qualtrics® to American Association of Colleges of Pharmacy (AACP) members were utilized. Bivariate analyses were conducted to compare differences among faculty stating an intention to stay or leave academia. A logistic multivariate model was used to determine if work-life balance remains significant when controlling for other variables and if survey results support the Border-Crossing theory. Nearly all (seven hundred of 811 responders, or 86.3%) stated a desire to stay in academia. Faculty with higher work-life balance were more likely to report an intent to remain in academia. Male, older, full-professor and non-pharmacy practice faculty (social or administrative science, pharmacology, medicinal chemistry and others) were more likely to state an intention to remain in academia relative to their counterparts. Lower stress, as measured by the validated Perceived Stress Scale (PSS) scores, was seen among faculty stating a desire to remain in academia. Work-life balance remained significantly inversely related to career change intention after controlling for all other factors. A significant factor related to pharmacy faculty's stated intention to remain in academia was work-life balance. Other factors such as gender, age, rank, stress level and department may also play a role. These results support the application of the Border-Crossing theory in health profession faculty and may provide pharmacy school administrators and stakeholders with insight to foster faculty retention and decrease faculty turnover.

Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family?

This paper investigates the amount of academic service performed by female versus male faculty. We use 2014 data from a large national survey of faculty at more than 140 institutions as well as 2012 data from an online annual performance reporting system for tenured and tenure–track faculty at two campuses of a large public, Midwestern University. We find evidence in both data sources that, on average, women faculty perform significantly more service than men, controlling for rank, race/ethnicity, and field or department. Our analyses suggest that the male–female differential is driven more by internal service—i.e., service to the university, campus, or department—than external service—i.e., service to the local, national, and international communities—although significant heterogeneity exists across field and discipline in the way gender differentials play out.

Chasm Crossed? Clicker Use in Postsecondary Chemistry Education

Research on classroom response systems (CRSs) in chemical education has primarily focused on the development of evidence-based strategies for implementation and novel practitioner uses of CRSs in instructional practice. Our national survey of postsecondary chemistry faculty extends these discussions, providing a broad-based understanding of the current state of CRS use in classrooms in the United States. Our results indicate a particular contextual profile for those who have adopted such technology. This profile indicates the unique environment in which faculty members are more likely to report using CRSs, specifically, large courses at the introductory or foundation course level. Some have suggested that CRSs will become universal in chemical education; we note that a niche market has been found.

Lower Rates of Promotion of Generalists in Academic Medicine: A Follow-up to the National Faculty Survey.

Prior cross-sectional research has found that generalists have lower rates of academic advancement than specialists and basic science faculty. Our objective was to examine generalists relative to other medical faculty in advancement and academic productivity. In 2012, we conducted a follow-up survey (n = 607) of 1214 participants in the 1995 National Faculty Survey cohort and supplemented survey responses with publicly available data. Participants were randomly selected faculty from 24 US medical schools, oversampling for generalists, underrepresented minorities, and senior women. The primary outcomes were (1) promotion to full professor and (2) productivity, as indicated by mean number of peer-reviewed publications, and federal grant support in the prior 2years. When comparing generalists with medical specialists, surgical specialists, and basic scientists on these outcomes, we adjusted for gender, race/ethnicity, effort distribution, parental and marital status, retention in academic career, and years in academia. When modeling promotion to full professor, we also adjusted for publications. In the intervening 17years, generalists were least likely to have become full professors (53%) compared with medical specialists (67%), surgeons (66%), and basic scientists (78%, p < 0.0001). Generalists had a lower number of publications (mean = 44) than other faculty [medical specialists (56), surgeons (57), and basic scientists (83), p < 0.0001]. In the prior 2years, generalists were as likely to receive federal grant funding (26%) as medical (21%) and surgical specialists (21%), but less likely than basic scientists (51%, p < 0.0001). In multivariable analyses, generalists were less likely to be promoted to full professor; however, there were no differences in promotion between groups when including publications as a covariate. Between 1995 and 2012, generalists were less likely to be promoted than other academic faculty; this difference in advancement appears to be related to their lower rate of publication.

Teaching for Social Justice

This article evaluates the reasons for career choice and job satisfaction among community college faculty who teach sociology, in relation to a social justice motivation for teaching. Using closed- and open-ended response data from a 2014 national survey of community college sociology faculty, this study finds that a preponderance of faculty do not see themselves as pushed into their careers through external factors but, rather, describe being pulled into community college instruction through a set of personally meaningful internal motivations. Those motivations include serving a diverse and underserved student body. Despite difficult working conditions, most faculty indicated that they likely will teach at a community college until retirement and would do so again if they could. Nearly half of sociology faculty discuss their motivations and satisfactions in community college careers in terms that are consistent with a social justice orientation.

Longitudinal Analysis of Gender Differences in Academic Productivity Among Medical Faculty Across 24 Medical Schools in the United States

To examine gender differences in academic productivity, as indicated by publications and federal grant funding acquisition, among a longitudinal cohort of medical faculty from 24 U.S. medical schools, 1995 to 2012-2013. Data for this research were taken from the National Faculty Survey involving a survey with medical faculty recruited from medical schools in 1995, and followed up in 2012-2013. Data included surveys and publication and grant funding databases. Outcomes were number of publications, h-index, and principal investigator on a federal grant in the prior two years. Gender differences were assessed using negative binomial regression models for publication and h-index outcomes, and logistic regression for the grant funding outcome; analyses adjusted for race/ethnicity, rank, specialty area, and years since first academic appointment. Data were available for 1,244 of the 1,275 (98%) subjects eligible for the follow-up study. Men were significantly more likely than women to be married/partnered, have children, and hold the rank of professor (P < .0001). Adjusted regression models documented that women had a lower rate of publication (relative number = 0.71; 95% CI = 0.63, 0.81; P < .0001) and h-index (relative number = 0.81; 95% CI = 0.73, 0.90; P < .0001) relative to men, but there was no gender difference in grant funding. Women faculty acquired federal funding at similar rates as male faculty, yet lagged behind in terms of publications and their impact. Medical academia must consider how to help address ongoing gender disparities in publication records.

Inequities in Academic Compensation by Gender: A Follow-up to the National Faculty Survey Cohort Study.

Cross-sectional studies have demonstrated gender differences in salaries within academic medicine. No research has assessed longitudinal compensation patterns. This study sought to assess longitudinal patterns by gender in compensation, and to understand factors associated with these differences in a longitudinal cohort. A 17-year longitudinal follow-up of the National Faculty Survey was conducted with a random sample of faculty from 24 U.S. medical schools. Participants employed full-time at initial and follow-up time periods completed the survey. Annual pretax compensation during academic year 2012-2013 was compared by gender. Covariates assessed included race/ethnicity; years since first academic appointment; retention in academic career; academic rank; departmental affiliation; percent effort distribution across clinical, teaching, administrative, and research duties; marital and parental status; and any leave or part-time status in the years between surveys. In unadjusted analyses, women earned a mean of $20,520 less than men (P = .03); women made 90 cents for every dollar earned by their male counterparts. This difference was reduced to $16,982 (P = .04) after adjusting for covariates. The mean difference of $15,159 was no longer significant (P = .06) when adjusting covariates and for those who had ever taken a leave or worked part-time. The continued gender gap in compensation cannot be accounted for by metrics used to calculate salary. Institutional actions to address these disparities include both initial appointment and annual salary equity reviews, training of senior faculty and administrators to understand implicit bias, and training of women faculty in negotiating skills.

Stress Ulcer Prophylaxis in Hospitalized Patients, Subsequent Use in Primary Care, and Physicians' Opinions About Acid-Suppressive Therapy.

Stress ulcer prophylaxis (SUP) is not indicated in most hospitalized patients. This study determined the prevalence of the use of proton pump inhibitors (PPI) and histamine receptor 2 blockers (H2B) in hospitalized patients, continued PPI/H2B use after discharge, and physicians' opinions about SUP. A retrospective electronic chart review, as well as a national survey of residents and faculty in primary care residency programs to determine the appropriateness of SUP. Of 753 charts reviewed, 332 hospitalized patients with outpatient follow-up were included; 303 of them had either PPI or H2B ordered during hospitalization, but only 120 patients had an indication for SUP. Stepwise logistic regression results showed patients with a history of PPI/H2B use were 16.6 times more likely to receive SUP (odds ratio 16.6; 95% confidence interval 2.2-124.7). In addition, a PPI/H2B indication also significantly predicted SUP use (odds ratio 5.1; 95% confidence interval 1.2-22.2). A total of 171 completed surveys were received: 73% residents and 27% faculty. Only 24% reported being aware of SUP guidelines; 17% reported using electronic health record order set suggestions for SUP. More than 90% of hospitalized patients received SUP; less than half of them had an indication for needing SUP. A large number of patients discharged on PPI/H2B continued to receive it in the outpatient setting at 6 months follow-up. Only 24% of physicians reported using SUP based on guidelines. Physician education and evidence-based validation of electronic health record order sets are potential areas for improvement.

Faculty Service Loads and Gender: Are Women Taking Care of the Academic Family?

This paper investigates the amount of academic service performed by female versus male faculty. We use 2012 data from an online annual performance reporting system for tenured and tenure‐track faculty at two campuses of a large public, Midwestern university as well as 2014 data from a large national survey of faculty at more than 140 institutions. We find evidence in both data sources that women faculty perform significantly more service than men, controlling for rank, race/ethnicity, and field or department. Our analyses suggest that the male‐female differential is driven primarily by internal service – i.e., service to the university, campus, or department – rather than external service – i.e., service to the local, national, and international communities.

Quality Indicators and Expected Outcomes for Social Work PhD Programs: Perceptions of Social Work Students, Faculty, and Administrators

This article presents and discusses the results of a national survey of social work PhD students, faculty, and administrators (n = 416), conducted by the Group for the Advancement of Doctoral Education in Social Work (GADE), in December 2012. The survey was undertaken to inform the updating of GADE’s 2003 Guidelines for Quality in Social Work Doctoral Programs, which is intended to facilitate the development, evaluation, and improvement of social work PhD programs. Results indicate areas of agreement and divergence among key stakeholder groups regarding the perceived importance of various indicators of quality as well as their expectations concerning student outcomes. Implications for PhD program assessment and development are discussed.

Community College Faculty Engagement in Boyer's Domains of Scholarship

This chapter describes the findings from a national survey of community college faculty. With the lens of Boyer's Domains of Scholarship applied to these findings, a more fine‐grained and accurate assessment of the engagement of community college faculty members in scholarship emerges.

Learning, unlearning and relearning - knowledge life cycles in library and information science education

The knowledge life cycle is applied to two core capabilities of library and information science (LIS) education – teaching, and research and development. The knowledge claim validation, invalidation and integration steps of the knowledge life cycle are translated to learning, unlearning and relearning processes. Mixed methods are used to determine the extent and nature of learning, unlearning and relearning among academic faculty in graduate level library and information science programs. Mixed methods include (1) targeted interviews, (2) manual review of curriculum scope and coverage at seven universities, (3) semantic analysis of the content of 1,711 course syllabi, and (4) machine based analysis of learning, unlearning and relearning semantic markers in 432 journal articles drawn from twelve peer-reviewed journals. The research results provide a foundation for an open and national survey of LIS faculty in 2015. Research results suggest that there is evidence of learning, relearning and unlearning in teaching methods, but only evidence of learning in curriculum and course development, and research. Unlearning practices appear to be scarce in the field. This has implications for the disciplines ability to generate new knowledge and remain competitive in the knowledge economy.