Academic labor markets [electronic resource] / David G. Brown.
The study attempted to identify, describe, and evaluate the current procedures by which college jobs are found and filled, and to understand the structure of the academic labor market and the activities of nearly 2,500 placement agencies. Questionnaires were mailed to 10,312 persons, over one-third...
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Full Text (via ERIC) |
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| Format: | Electronic eBook |
| Language: | English |
| Published: |
[S.l.] :
Distributed by ERIC Clearinghouse,
1965.
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| Subjects: |
MARC
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| 100 | 1 | |a Brown, David G. | |
| 245 | 1 | 0 | |a Academic labor markets |h [electronic resource] / |c David G. Brown. |
| 260 | |a [S.l.] : |b Distributed by ERIC Clearinghouse, |c 1965. | ||
| 300 | |a 395 p. | ||
| 500 | |a ERIC Document Number: ED016135. | ||
| 520 | |a The study attempted to identify, describe, and evaluate the current procedures by which college jobs are found and filled, and to understand the structure of the academic labor market and the activities of nearly 2,500 placement agencies. Questionnaires were mailed to 10,312 persons, over one-third of all newly appointed college teachers, who represented all disciplines, all regions of the country, all academic ranks, and all sizes of institutions. Over 70 percent returned usable questionnaires. Some of the conclusions were--(1) about one-sixth of all college faculty members are "freshmen or transfers," (2) out of 10 vacancies, four and a half occur from expansion, two and a half from professors switching colleges, two from persons leaving the teaching profession, and one by professors going on leave, (3) ten newly hired college teachers will include four graduate students, three professors changing institutions, one primary or secondary teacher, one business or government employee and one from other experience, (4) the average full professor switched jobs three times and moved 1,350 miles, (5) academic labor markets are national and there is an absence of large salary differentials among regions, (6) the attitude and ability of the institution top management, courses to be taught, teaching load, research facilities, and competency of professional colleagues, salary and future prospects, quality of students, cultural opportunities, academic rank, fringe benefits, climate, and nearness to friends and relatives are variables which determine job choice. Recommendations were--(1) to institute a Journal of academic vacancies and an academic register, and (2) for both employers and candidates to approach the academic labor market in a more systematic manner. "placement services for college teachers" (vt 004 312) is a companion volume. (mm) | ||
| 650 | 1 | 7 | |a College Faculty. |2 ericd. |
| 650 | 0 | 7 | |a Colleges. |2 ericd. |
| 650 | 0 | 7 | |a Employment Opportunities. |2 ericd. |
| 650 | 1 | 7 | |a Employment Patterns. |2 ericd. |
| 650 | 0 | 7 | |a Employment Services. |2 ericd. |
| 650 | 0 | 7 | |a Faculty Mobility. |2 ericd. |
| 650 | 1 | 7 | |a Faculty Recruitment. |2 ericd. |
| 650 | 0 | 7 | |a Job Applicants. |2 ericd. |
| 650 | 0 | 7 | |a Labor Market. |2 ericd. |
| 650 | 0 | 7 | |a Questionnaires. |2 ericd. |
| 650 | 0 | 7 | |a Social Bias. |2 ericd. |
| 650 | 0 | 7 | |a Specialization. |2 ericd. |
| 650 | 0 | 7 | |a Surveys. |2 ericd. |
| 650 | 0 | 7 | |a Teacher Persistence. |2 ericd. |
| 650 | 0 | 7 | |a Teacher Placement. |2 ericd. |
| 650 | 0 | 7 | |a Teacher Qualifications. |2 ericd. |
| 650 | 0 | 7 | |a Teacher Salaries. |2 ericd. |
| 650 | 0 | 7 | |a Teacher Selection. |2 ericd. |
| 650 | 0 | 7 | |a Teacher Shortage. |2 ericd. |
| 650 | 1 | 7 | |a Teacher Supply and Demand. |2 ericd. |
| 650 | 0 | 7 | |a Universities. |2 ericd. |
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