Faculty of Health andBehavioural Science, University of Wollongong, NSW, Australia.
J Nurs Manag. 2012 Mar;20(2):144-51. doi: 10.1111/j.1365-2834.2011.01374.x. Epub 2012 Jan 23.
This paper discusses the issues facing the nursing academic workforce and the development of a project at the University of Wollongong in Australia which attempts to address this problem.
The project draws on Boyer's work around 'scholarship reconsidered' to enable new ways of thinking about the nature of 'research' and how the work of a diversifying workforce can be recognized and rewarded within institutions.
We conducted a series of interviews with senior university staff to identify key issues around academic promotion processes. Feedback from these interviews, along with extensive internal and external consultation and benchmarking, will be used to redraft promotion documentation that includes discipline-specific performance expectations.
Interviews revealed a number of perceived and actual barriers to promotion of academic staff who did not conform to a 'traditional' view of research expectations. It was widely felt that unspoken expectations about research performance were being used to judge applications for promotion, and that this disadvantaged people from practice or professional backgrounds, or people who had heavy administrative or clinical roles.
Internal university processes need to reflect the reality of a diversified workforce. Practice and professional disciplines have responsibilities beyond meeting traditional research output measurements. More flexible and transparent expectation guidelines and career development pathways are needed to build holistic schools and faculty and enable maximum staff productivity.
By redefining scholarship, schools and faculties are able to meet the multiple demands of the government, the institution, individual staff, students and the profession. Not everyone can do traditional research all the time, and staff involved in other scholarly work should be able to rewarded and promoted. By taking the lead in this issue, nursing as a discipline can set its own agenda, and pave the way for other disciplines. It can also go a long way to solving issues around the dwindling academic workforce.
本文讨论了护理学术劳动力面临的问题，并介绍了澳大利亚卧龙岗大学的一个项目，该项目试图解决这一问题。
该项目借鉴了 Boyer 关于“重新思考学术”的工作，以提供新的思路来思考“研究”的本质，以及如何在机构内认可和奖励多样化劳动力的工作。
我们对高级大学教职员工进行了一系列访谈，以确定学术晋升过程中的关键问题。从这些访谈中获得的反馈，以及广泛的内部和外部咨询和基准测试，将用于重新起草晋升文件，其中包括特定学科的绩效期望。
访谈揭示了一些被认为是阻碍不符合“传统”研究期望的学术人员晋升的实际和潜在障碍。人们普遍认为，对研究绩效的不成文期望被用来评判晋升申请，这使来自实践或专业背景的人或有繁重行政或临床职责的人处于不利地位。
内部大学流程需要反映多元化劳动力的现实。实践和专业学科除了满足传统的研究产出衡量标准外，还有责任。需要更灵活和透明的期望指导方针和职业发展途径，以建立整体学校和教师队伍，并使员工的生产力最大化。
通过重新定义学术，学校和教师能够满足政府、机构、个人员工、学生和专业的多重需求。并非每个人都能一直进行传统研究，从事其他学术工作的员工应该能够获得奖励和晋升。通过在这个问题上率先采取行动，护理学科可以制定自己的议程，并为其他学科铺平道路。它还可以在解决学术劳动力不断减少的问题上取得很大进展。
