Postdoctoral Education Research Papers - Academia.edu (original) (raw)

While widespread concerns exist over the experiences and career trajectories of postdoctoral fellows in higher education, these concerns are not always examined through the lens of a social and cultural context unique to a national system. Postdoctoral fellows do exist in various forms at academic institutions around the world. Understanding their experiences offer insight not only into the nuanced nature of doctoral and postdoctoral work but also the larger question about how various higher education systems engage in a globalized knowledge economy. This chapter examines the postdoctoral fellow's experience in various national contexts. Researchers from Australia, Kazakhstan, the Netherlands, and South Africa reflect on their higher education systems; the role of the postdoctoral fellow within the system; and how internal and external influences shape the postdoctoral experience.

- by Karri Holley and +1
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- International Higher Education, Career Transitions, Postdoctoral Education
- by Mika Moilanen
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- Postdoctoral Education

Abstract: The main purpose of this article is to identify major tourist-related research trends and determine scientific disciplines associated with tourist studies. The principle study method features the analysis of issues presented in doctoral dissertations. The analysis considered only such dissertations where the main subject was tourism. Doctorates defended in US, Canada and Poland, in the period 1990-2000, have been incorporated in the study. The above-mentioned countries have been chosen because they provide information from the official databases, which register doctoral dissertations. As a result, this enabled certain comparative analyses. In addition, the article presents information regarding doctorates, that have been awarded in tourism-related studies in Great Britain, Ireland and China in the period 1990-2000. Due to the fact, that aforementioned doctorates employed different methodology and scope (among others, lack of information about disciplinary structure) they could not be included in the principle research trend. Nevertheless, they constitute an essential supplement to presented analyses. The article also points out the difficulty in obtaining scientific degrees based on tourism research. The aforementioned problem bears a negative impact on scientific field and on academic education of tourism.
key words: tourism research, primary and secondary scientific disciplines, autonomization of tourism-related knowledge and studies, doctorates, post-doctoral dissertations.

- by John G. Phillips
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- Evolutionary Biology, Ecology, Academia Research, Academia
- by Nathalie Hérold
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- Music, Musicology, Research Methodology, Doctoral education

- by Christian Mauri
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- Australia, Medicine, International Higher Education, South Africa

Title: Which changes are needed in the hiring objectives, the hiring-decision-making-process and criteria for determining the most qualified candidate so that more disabled applicants can get hired despite lacking essential job functions while improving the employer's economic and commercial productivity, profitability and competitiveness by reassigning job tasks to more suited employees; thus, reflecting the changes in their job-skill ranking? Project goal: Increase the number of disabled and handicapped lacking essential job functions to get hired by replacing the currently used job-description-based hiring criteria for making hiring decisions with new task-based employee-centered hiring criteria because they are based on the whole company's performance; thus, causing the employer's productivity, profitability and competitiveness to improve much more compared to current common hiring decision making practices. Abstract: Hiring decisions can be risky. How much can employers save by better understanding the motivations and objectives of each applicant? How much time and expertise should be invested in getting to know each applicant? Will such efforts raise the return on investment? What are the shortcomings and deficits of the criteria to evaluate, compare and rank applicants? How do they need to get changed to reflect the shift in the relative order of job skills between employees when the composition of the team (total of all employees) changes by hiring, firing or replacing? A job description combines tasks and steps to a random set of job responsibilities. But could their be better ways to bundle tasks together and to look for the most qualified applicant for this particular arbitrarily defined task bundle? Could the employer benefit from regrouping all small tasks, which a company must perform, by changing which and how many small job tasks will be bundled together in different job descriptions? And if so, how can reassigning each little tasks from different jobs to the most suitable employee (task-centered approach) instead of looking for the most qualified applicant for a particular job (job-centered approach) help in improving productivity and profitability? How and why will the new task-centered approach help to increase the workforce diversity more than the job-centered approach? How can reassigning tasks help disabled and handicapped lacking essential job functions to get hired anyways? How can employers benefit from not only looking for the most qualified applicant for any particular job (i.e. arbitrarily bundle of tasks and steps) Why does the task-centered based hiring decision benefit employees, employees, applicants and disabled job-seekers more than job-centered based hiring decisions? What are the benefits to seek the best employee for each task (task-centered) instead of the most qualified applicant for a particular jobs? How can employers benefit from a paradigm shift replacing the job-centered with the task-centered hiring

- by Thomas Hahn
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- Bioinformatics, Labor Economics, Human Resource Development, Employment Law