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Empirical research has explored the relationship between professors and the academic capitalist regime. Nevertheless, this literature has mainly focused on fields heavily engaged with industry at top-ranked research universities in English-speaking countries. In this paper, we analyze the link between faculty promotion policy and professors as agents who introduce (or resist) the academic capitalist regime in the Colombian context. In order to cover heterogeneity among professors and higher education institutions, we consider two dissimilar academic departments at one public university. This multicase study examines how Colombian professors translate faculty promotion policy into actions on both intra- and inter-department levels. The findings indicate that the unique context of each academic department fostered or hindered professors in moving toward “the ideal professor,” as promoted by the analyzed policy. In terms of academic capitalism, regardless of the academic department, professors did not internalize the inclusion of profit motive as part of their research activities. However, some professors were guided by prestige behavior through (but not limited to) the academic journal publishing market. This article concludes by highlighting the need to incorporate prestige behavior as part of the theory of academic capitalism.

Faculty workload is difficult to delineate and quantify equitably because of the various factors and diverse roles that define faculty positions. This is especially true in health professions education, including pharmacy. Nonetheless, ensuring fair and transparent distribution of faculty workload is necessary for equity and engagement of the faculty workforce. While it is impossible to develop a uniform policy for all faculty, there can be a guide for how workload is developed and measured, especially for promotion or awarding of tenure, focusing on equity and transparency. Developing clear definitions of workload, setting mutually agreed expectations, and sharing transparent workload assignments and distribution within the institution may be needed. It is imperative to discuss an optimal policy for equitable and transparent workload in each institution and in academic pharmacy as a whole; a lack of this effort can create undue hardship for faculty, decrease productivity, potentially worsen faculty morale, and ultimately impair faculty retention.

The past several years have been a time for soul searching in psychology, as we have gradually come to grips with the reality that some of our cherished findings are less robust than we had assumed. Nevertheless, the replication crisis highlights the operation of psychological science at its best, as it reflects our growing humility. At the same time, institutional variables, especially the growing emphasis on external funding as an expectation or de facto requirement for faculty tenure and promotion, pose largely unappreciated hazards for psychological science, including (a) incentives for engaging in questionable research practices, (b) a single-minded focus on programmatic research, (c) intellectual hyperspecialization, (d) disincentives for conducting direct replications, (e) stifling of creativity and intellectual risk taking, (f) researchers promising more than they can deliver, and (g) diminished time for thinking deeply. Preregistration should assist with (a), but will do little about (b) through (g). Psychology is beginning to right the ship, but it will need to confront the increasingly deleterious impact of the grant culture on scientific inquiry.

This article explores publication patterns across 10 prominent political science journals, documenting a significant gender gap in publication rates for men and women. We present three broad findings. First, we find no evidence that the low percentage of female authors simply mirrors an overall low share of women in the profession. Instead, we find continued underrepresentation of women in many of the discipline’s top journals. Second, we find that women are not benefiting equally in a broad trend across the discipline toward coauthorship. Most published collaborative research in these journals emerges from all-male teams. Third, it appears that the methodological proclivities of the top journals do not fully reflect the kind of work that female scholars are more likely than men to publish in these journals. The underrepresentation of qualitative work in many journals is associated as well with an underrepresentation of female authors.

Guided by Hagedorn's (2000) theory of faculty job satisfaction, mindful of social and organizational structures of higher education, and acknowledging recent changes in the academic labor market, this study examines satisfaction for approximately 30,000 tenured and tenure-track faculty members in 100 US colleges and universities. Findings revealed similarity between female and male faculty members in some aspects of work satisfaction, but difference in other areas in which women reported lower satisfaction. Findings also revealed that perceptions of department fit, recognition, work role balance, and mentoring are more important to women faculty's satisfaction than male peers. Implications for policy and practice are discussed.

Objective. To explore methods that pharmacy programs can use to redefine their work environment to reduce stress, improve well-being, and increase faculty productivity. Findings. To demonstrate a culture of support, organizations should consider a five-fold approach to enhancing and maintaining faculty well-being, including optimizing faculty and staff support, establishing a faculty development and mentoring program, permitting flexibility in work schedules, improving productivity of meetings, and managing communication tools. Individuals can also take measures to improve their well-being, including controlling email, giving attention to faculty citizenship, implementing stress reduction and coping techniques, and maintaining boundaries between work and home. Summary. This article discusses approaches that have been shown to reduce burnout and provides strategies organizations and individuals can implement to improve productivity and faculty well-being. While certain areas, such as faculty wellness and productivity, have been well-studied in the pharmacy and health professions literature, significant gaps were identified in other areas, including alternate work arrangements. In some cases, data from the business sector can be extrapolated to pharmacy education; however, inferences from effective corporate strategies may not be transferable to the culture and expectations of academia. While there is significant overlap between institutional and individual strategies, a culture of communication, collaboration, support, and citizenship is foundational. There is no single strategy that will work for everyone, and flexibility is important to develop an individualized approach.

Inclusion and diversity are highly visible priorities at many colleges and universities. Efforts to diversify the professoriate have necessitated a better understanding of career outcomes for current female faculty and faculty of color. We measure risk of leaving without tenure and years to promotion from associate to full professor at four large land grant universities. We model career outcomes as competing risks, and compute cumulative incidence functions to discern differences in tenure and promotion outcomes by gender and race. We find incidence rates vary significantly by academic discipline, and in many instances, show larger effects than gender and racial or ethnic differences. Our examination also indicates that in particular academic fields, females are more prone to leave without tenure, and less likely to be promoted to full professor. We also find that racial or ethnic minorities are less likely to be promoted to full professor in certain areas. The analysis suggests that for universities to address systemic issues of underrepresentation in academe, they must account for department level contexts, and align institutional practices to support the goal of inclusion and diversity.

Clinical faculty members in most pharmacy practice departments are expected to engage in practice, teaching, research and scholarship, and service. Although new clinical faculty members are typically well equipped to engage in the clinical practice aspect of their position, they generally lack experience in the other academic pillars and, depending on the institution, may not have dedicated time to engage in each area of effort, particularly research and scholarship. Consequently, achieving balance and realizing success in the tripartite mission of academia can be challenging. A multimodal approach can be used to facilitate advancement among clinical faculty members through faculty development and mentoring, attention to workload, clear expectations, and provision of feedback on performance and progression toward goals. This approach, which has been well received, has been associated with higher rates of promotion among clinical faculty members at one institution. Schools and colleges of pharmacy that value research and scholarship and are struggling to facilitate advancement among clinical faculty members may consider adopting some or all aspects of this program.

Carl Phillips, a professor of English and African American studies at Washington University in St. Louis, won the Pulitzer Prize in poetry. Professor Phillips was honored for his poetry collection Then the War: And Selected Poems, 2007-2020

Objective. To describe criteria for evaluating faculty scholarship within the promotion and tenure guidance documents of US schools and colleges of pharmacy. Methods. Promotion and tenure documents were obtained from the websites of US pharmacy schools or requested via electronic mail, and institutional characteristics were collected from publicly available online data. A qualitative content analysis was conducted to systematically catalogue document characteristics and criteria for promotion and tenure. Results. Promotion and tenure guidance documents from 121 (85%) of 142 pharmacy schools were analyzed. Institutions were 55% public and equally distributed across Carnegie institutional classifications as well as geographic and extramural funding stratifications. Publications (94%) and grants and contracts (87%) were the most frequently included criteria for faculty advancement. More than 50% of schools recognized the criteria within promotion and tenure guidance documents but did not explicitly require faculty to achieve them before receiving promotion and/or tenure. For institutions that required publications for advancement, the most frequently required criterion was publication in peer-reviewed journals (47%). Few schools (22%) documented a specific number of required publications. Conclusion. This analysis provides a comprehensive review of scholarship criteria in academic pharmacy promotion and tenure guidance documents. There was wide variability among scholarship criteria, and documents often lacked specific language defining scholarship requirements. As a result, faculty may find the documents less helpful for self-assessment and preparation toward promotion and/or tenure. These benchmark data can assist pharmacy faculty and administrators in developing and revising promotion and tenure guidance documents to include clear criteria and better align with peer institutions.