-oriented ways. Hence, its mission and aim centered on serving the community in which it originated. Remarkably, IUPUI is a six-time Insight into Diversity Higher Education Excellence in Diversity (HEED) award winner. Additionally, IUPUI is committed to recognizing both staff and faculty in their pursuit of
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Exemplifying Inclusive Excellence: How Indiana University Purdue University Indianapolis Leads by Example in Kinesiology
Mark Urtel, NiCole Keith, and Rafael E. Bahamonde
Judicious Use of Bibliometrics to Supplement Peer Evaluations of Research in Kinesiology
Duane Knudson
The evaluation of candidates for faculty appointments, tenure and promotion, grants, and scholarship awards is based on review from peers in their discipline. This expert judgment has been the principal mechanism or gold standard of evaluating research for over 100 years ( Belter, 2015 ; Bornmann
Faculty Morale: A Perspective for Academic Leaders
Edward Hebert
Among the many concerns of university leaders, faculty morale and job satisfaction are important but often overlooked. Morale is associated with faculty perceptions of their department, university, and peers and influences their interactions with each other, staff, and students. Job satisfaction
Recruiting, Evaluating, and Retaining Kinesiology Faculty Members
Terry L. Rizzo, Penny McCullagh, and Donna Pastore
kinesiology is administratively located. One of these challenges is the need for high-quality faculty members who can assimilate to the culture of kinesiology and meet the high demands of faculty responsibilities. In addition to recruiting high-quality faculty members, departments must retain the expert
Academic Bullying: Taking the Hallway Chats to the Level of Formalized Policy
Karen S. Meaney and Sonya L. Armstrong
configurations. Misawa ( 2015 ) and McKay et al. (2008) reported student-to-student, student-to-faculty, faculty-to-student, administrator-to-faculty, and faculty-to-administrator bullying (see also Raineri, Frear, & Edmonds, 2011 ). Keeping the theme of this special issue in mind, this paper focuses on
Mentoring Tenure-Track Faculty in Kinesiology
Duane Knudson, Ting Liu, Dan Schmidt, and Heather Van Mullem
Many faculty begin their first tenure-track appointment with a rough transition from a research-centric experience as a doctoral student or a postdoctoral researcher. The transition can be burdensome given the new course preparations, initiation of a research agenda or laboratory start-up, and
Women Physical Education Teacher Education Faculty’s Experiences in Japan and the United States
Emi Tsuda, Tomoko Ogiwara, Risako Murai, James Wyant, Rio Watanabe, and Yung-Ju ‘Ruth’ Chen
Japan is the ratio of women and men faculty in higher education. The Ministry of Education, Culture, Sports, Science, and Technology ( MEXT, 2019 ) indicated that only 25.5% of university faculty members are women. This number is notably lower compared to other economically advanced countries, such as
Evaluating Kinesiology Faculty: Best Practices, Challenges, and Innovative Approaches
Philip E. Martin, Mary E. Rudisill, Bradley D. Hatfield, Jared Russell, and T. Gilmour Reeve
implementing department goals, managing academic programs, recruiting and evaluating faculty, managing budgets, promoting diversity). Gmelch and Miskin ( 2004 ) highlighted 12 of a department chair’s most common responsibilities and organized them into four broad categories: department manager (e
Bridging The Gap: Promoting Faculty Diversity to Align With Student Demographics
Moh H. Malek, Melissa A. Mache, Gerald J. Jerome, Matthew W. Miller, and Christopher A. Aiken
There is a changing demographic profile of undergraduate and graduate students within kinesiology and health care science disciplines; however, the faculty in these departments may not be reflecting the changing student demographics. Having diversity in a faculty that is reflective of the student
Recognizing the Impact of Bias in Faculty Recruitment, Retention, and Advancement Processes
Jared A. Russell, Sheri Brock, and Mary E. Rudisill
Of upmost importance to effective academic leadership is developing and sustaining an environment, climate, and culture within the unit that demonstrates a commitment to inclusive excellence ( Russell, in press ; Smith, 2015 ; Williams, 2013 ) in which all faculty and staff perceive themselves to
