Underrepresentation in the Academy and the Institutional Climate for Faculty Diversity
Underrepresentation in the Academy and the Institutional Climate for Faculty Diversity
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学院代表性不足以及教师多元化的制度氛围
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发表时间：
2011
期刊：
影响因子：
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通讯作者：
Sharon Fries
中科院分区：
文献类型：
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作者：
Sharon Fries
这项研究的目的是探讨三所以白人为主的旗舰大学中黑人和西班牙裔教师当前的种族氛围，即教师多样性和多样性话语的氛围。研究范式是定性的，使用评价性案例研究方法（Yin，2009）对佐治亚大学、马里兰大学帕克分校和德克萨斯大学奥斯汀分校的教师进行研究。这项研究以 Hurtado 及其同事的校园气候框架为基础（Hurtado, Milem, & Journal of the Professoriate (5)1 2 Clayton-Pederson, 1998; Hurtado, Milem, Clayton-Peterson, & Allen, 1999; Milem, Dey, & White, 2004; Milem, Chang, & Antonio, 2005）以及 Chang (2002) 的变革概念话语。主要数据来源是与教职员工、教务长、首席多样性官和高级学术管理人员的面对面访谈和焦点小组讨论，以了解校园氛围以及每个校园对多样性的努力和承诺。使用内容分析对数据进行分析。调查结果重点关注整体校园氛围、招聘、保留和机构支持
The purpose of this study was to explore the current racial climate for Black and Hispanic faculty at three predominantly White flagship universities with regard to the climate for faculty diversity and diversity discourse. The research paradigm was qualitative using evaluative case study method (Yin, 2009) to study faculty at the University of Georgia, University of Maryland at College Park, and the University of Texas at Austin. The study was situated in Hurtado and colleagues’ campus climate framework (Hurtado, Milem, & Journal of the Professoriate (5)1 2 Clayton-Pederson, 1998; Hurtado, Milem, Clayton-Peterson, & Allen, 1999; Milem, Dey, & White, 2004; Milem, Chang, & Antonio, 2005) and Chang’s (2002) notion of transformative discourse. The primary data sources were face-to-face interviews and focus group discussions with faculty, provosts, chief diversity officers, and senior academic administrators to understand campus climate and each campuses effort and commitment to diversity. The data were analyzed using content analysis. The findings focus on the overall campus climate, recruitment, retention, and institutional support for