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Universities in many countries, including China, have implemented the tenure track system as a management tool for excellence. In a tenure context, teacher commitment to faculty service, albeit underexplored, is subject to evaluation. The relationship between teacher professional agency, professional identity and faculty service remains an under-explored area in research on tenure-track teachers in the Chinese context. This study investigated tenure-track teachers’ professional agency with regard to faculty service, as manifested in influencing at work, developing work practices and negotiating professional identity. Data were elicited from tenure policy documents, questionnaires, and semi-structured interviews. The findings suggest an expansion of faculty service, encompassing six domains, namely, ‘discipline establishment’, ‘extracurricular contribution’, ‘scholarly participation’, ‘student affairs’, ‘performance appraisal’, and ‘publicity service’. In undertaking the faculty service, the ambiguous workload documents, combined with the top-down management style, the shifting power structure, and the public mythology, constitute structural constraints and system-wide maneuvering space that could impact teacher professional agency. In such circumstances, three identities, ‘a leadership investor’, ‘a dutiful scholar’, and ‘an indifferent employee’, are in fluid negotiation. This reveals a liquid commitment to faculty service, in which ‘stepping up’ or ‘walking away’ strategies emerge. Implications of the findings are also provided. Plain Language Summary This research looked at how teachers on the tenure track in China manage their service roles and responsibilities. It specifically explored how much control or choice these teachers feel they have, how this connects to their sense of professional identity, and how they handle the often unclear demands of service work. Researchers analyzed official tenure policies, sent out surveys, and conducted in-depth interviews with tenure-track teachers. The study identified that faculty service includes six major areas. Facing the expansion of faculty service, teachers often feel squeezed. The research unravels factors that limit their ability to choose how and how much they engage in service. Faced with these constraints, teachers’ dedication to service work isn't fixed. Depending on the situation, their identity, and the constraints, they either take on more responsibility when they see an opportunity or feel they must or actively avoid or minimize service tasks when possible. The study shows that the heavy and often poorly defined burden of service work significantly impacts how Chinese tenure-track teachers feel about their jobs, their ability to control their workload, and even their sense of professional self. Understanding these pressures and how teachers adapt is crucial for universities to create fairer and more supportive tenure policies.

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.

Guided by research on gendered organizations and faculty careers, we examined gender differences in how research university faculty spend their work time. We used time-diary methods to understand faculty work activities at a microlevel of detail, as recorded by faculty themselves over 4 weeks. We also explored workplace interactions that shape faculty workload. Similar to past studies, we found women faculty spending more time on campus service, student advising, and teaching-related activities and men spending more time on research. We also found that women received more new work requests than men and that men and women received different kinds of work requests. We consider implications for future research and the career advancement of women faculty in research universities.

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.

High rates of attrition make it challenging for schools to provide qualified special education teachers for students with disabilities, especially given chronic teacher shortages. We synthesize 30 studies from 2002 to 2017, examining factors associated with special educator attrition and retention, including (a) teacher preparation and qualifications, (b) school characteristics, (c) working conditions, and (d) teacher demographic and nonwork factors. Most studies examined working conditions (e.g., demands, administrative and collegial supports, resources, compensation) among special educators who left teaching, moved to other positions, transferred to general education teaching, or indicated that they intended to stay or leave. The majority of researchers used quantitative methods to analyze national, state, or other survey data, while eight used qualitative methods. Our critique identifies both strengths and weaknesses of this literature, suggests research priorities, and outlines specific implications for policy makers and leaders.

Internationally, much has changed in the governance of universities since the adoption of corporate management approaches. A strong focus on efficiency, productivity and accountability arising from these approaches has been well documented in the literature. Reductions in government funding have caused universities to become more competitive and entrepreneurial. However, little is known about the impacts of these changes on the working lives of individual academics. This paper is part of an ongoing study exploring the lived experiences of 2526 Australian academics who responded to a national questionnaire. This paper builds on earlier work by holistically drawing together the earlier findings which separately analysed the teaching, research and administration/service aspects of their work. In examining the effectiveness of universities through the ability of their academics to undertake their roles, we found the voices of academics that need to be heard in the development and implementation of key policies, such as academic workload and performance, to preserve the essentially self-managed nature of their work. By combining the learning from the project through the literature review, the statistical analysis and themes from the open-ended questions, we developed a set of principles to underpin these policies in universities. These principles can guide universities to shift towards a more collaborative working relationship with academics, based on trust, and actively encourage them to play be more active in institutional decision-making, especially in relation to policies that directly affect their work. These results have implications for improving the productivity of academics and the institutions in which they work.

This paper reports on research exploring the academic workload and performance practices of Australian universities. This research has identified a suite of activities associated with teaching, research and service, each with an associated time value (allocation). This led to the development of the academic workload estimation tool (AWET). In 2020, to validate the findings, we contacted academics willing to participate further and conducted interviews. We used the AWET to estimate workload for each individual for the previous year and compared it to the workload allocated according to their institutional workload model. Discrepancies were then discussed to ascertain to what extent the AWET was able to capture their work. In general, the participants thought the AWET provided a more realistic estimate of their actual work and highlighted how much is underestimated or unaccounted for by the workload models used within their institutions. It also showed how academic performance policies, focussed primarily on research output, disadvantaged many individuals because they ignored or minimised many scholarly, teaching and service-related tasks inherent in the academic role. Overall, the findings showed the AWET was a useful tool to discuss academic work and assisted them to better capture the complexity and extent of what they did. We offer the AWET as a validated approach for academics to estimate their workload in a holistic and transparent manner. We suggest its implementation institution-wide, along with an aligned performance policy, will facilitate negotiation of reasonable performance expectations. This will rebuild trust in the processes and improve a university’s effectiveness.

The authors conducted a worldwide survey to explore the experiences of higher education faculty who converted classes to distance learning during the COVID-19 pandemic. Most respondents experienced much higher workloads and stress than in face-to-face classes. Previous experience with Online Distance Learning (ODL) predicted positive faculty response. Less than half used a school-provided LMS, instead using a wide range of other technologies. Respondents said they learned the need for adaptability and good planning, emphasizing doing what it takes to serve their students. There was high variability in most answers, indicating that the experiences of individual teachers ranged widely between positive and negative. The researchers provide recommendations based on the findings, including the need for better ODL instructional design training as part of long-term professional development for faculty and remembering the importance of all student higher education experiences, many of which are beyond the scope of the actual classes.

In the global competition of higher education, an increasing emphasis has been placed on university research excellence. Accordingly, academics have to engage in both research and teaching activities. The multiple and fragmented identities of academics can sometimes be contested, leading to identity tensions, and impeding their professional development. This raises the issue of how, and whether at all, academics integrate their professional identities in a culture of performativity. Against this backdrop, this qualitative study explored how a specific group of Chinese academics negotiate identity tensions as teachers and researchers through an emotional resilience lens. The narrative frames and interviews with 10 college English teachers yielded four types of identity negotiation in the continuum from identity conflicts to identity integration mediated by emotional resilience, including the disheartened performer, the miserable follower, the strenuous accommodator, and the fulfilled integrator. Emotional resilience as a mediator in professional identity tensions is discussed. Our findings offer a nuanced understanding of the complexity of academics developing an integrated professional identity. Policymakers should recognize the potential of emotional resilience in integrating academic professional identities and jointly support academics to cope with their identity tensions. However, if identity tensions are too complex for academics to solve, the policymakers should consider tensions as signals that the existing institutional policies may be counterproductive and need to be revised, rather than merely calling on academics’ resilience.