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The purpose of the study is to examine whether the remote teaching experience of instructors in higher education during the COVID-19 pandemic has improved after one year.

The study involved 75 instructors teaching at an institution of higher education in Israel, who answered twice (once in 2020 and again in 2021) a quantitative questionnaire that examined their remote teaching experience.

The hypotheses about greater use of digital tools and about more positive attitudes of instructors toward remote teaching and learning at the second measurement than at the first one were confirmed. This hypothesis about lower levels of technical difficulties in remote teaching at the second measurement was not confirmed, but the level of reported difficulty was already low at the first measurement.

It is recommended that academic institutions continue the trend of deploying innovation in teaching with confidence in the ability of instructors to adapt to change. At the same time, instructors should be provided with mental and technical support.

Few studies have examined the change in attitudes of instructors toward remote teaching over time. In the present study, we used a repeated measures design, which made it possible to monitor the instructors’ adaptation to remote teaching. Adaptation to the new teaching method can contribute to innovation in teaching in academic institutions and to improvement in its quality.

With the increasing mobility of higher education students across the world, institutions and instructors are confronted with the need to mitigate the linguistic challenges that multilingual students face in learning advanced content in universities or colleges where English or another language is the medium of instruction. This usually pertains to students who have low competence in the language of instruction, as it is a second or third foreign language for them, hence encountering difficulties in the mastery of discipline-specific content and knowledge. First and foremost, this chapter explores the specific linguistic barriers that multilingual students encounter in this context, which relate to several elements of communicative competence in the language of instruction, while investigating empirical studies on instructional strategies for multilingual classes. Secondly, it discusses the use of Merrill’s (2013) first principles of instruction as the main framework in the design of technology-enhanced lesson plans and in the selection implementation of technology-nested instructional strategies, which can assist instructors in creating linguistically inclusive learning environments across disciplines, while maintaining high academic standards. The chapter critically addresses the use of ICT tools in supporting instructional strategies and lesson plan design to mitigate students’ linguistic difficulties with the receptive and productive language skills within discipline-specific contexts. Finally, it provides a lesson plan template and examples encouraging instructors to carefully plan and design instruction and to experiment and monitor the outcomes in their classes.

This paper seeks to determine attitudes that impact on knowledge transfer between academics (university teaching and research staff) employed in today's competitive, technology‐based university setting.

The study generated a rich set of data by conducting, first, an exploratory, qualitative study followed by a confirmatory, quantitative study. Through this process, an initial list of 402 attitudes to knowledge transfer was derived which was narrowed to 75 for the quantitative survey which, through factor analysis, was further reduced to 24 variables. The 24 variables were grouped into four factors for which trust and motivation are more relevant to the knowledge provider and absorptive capacity and knowledge regeneration for the receiver.

High levels of agreement were found for the propositions that senior academics lacked compensation for mentoring activities, and hence, the motivation to transfer knowledge, and that a heavy teaching load prevented the absorption of transferred knowledge. By contrast, disagreement was found with the propositions that an elderly age impeded the transfer of knowledge or adapting to new ways of transferring knowledge.

From the responses obtained it was possible to identify those rated highly and from which conclusions could be drawn that may assist the university concerned to improve knowledge transfer among its academic staff. Compensation to senior academics for their time and effort was seen as the most important pre‐requisite for knowledge transfer. A reduction in teaching loads and the range of expectations to which academics are subjected would also facilitate knowledge transfer as would increasing academics' use of ICT and ability to assess its effectiveness, as well as recognising that knowledge transfer during social interactions may ameliorate the lack of knowledge transfer in the more formal, technology‐based environment.

The paper identifies key attitudes of academics to transferring knowledge to colleagues in the changing work place at universities in which academics are expected to perform at a high level in diverse activities and use technology to maximise their efficiency and effectiveness.

Compares two studies, one in 1983 and one in 1994, of the reaction of a randomly selected group of internal auditors of various levels of competence and in various industrial groups to 20 vignettes identifying a series of internal auditing related ethical situations. The vignettes of the two studies were the same. The auditors′ responses on a scale varied from “forced separation” to an indication of “no ethical impact”. The results of the comparison indicated that there were changes in the industry groups, generally towards a more strict approach and a recommended set of stronger sanctions.

There is a growing mismatch between the skill demands of the industry and the offerings of academia. One way of reducing this mismatch is by improving collaborations between practitioners and instructors using web-networking platforms. However, it is important to understand practitioners’ considerations while collaborating with instructors. Therefore, this study identified these considerations in order to infer inputs for the design of the graphical user interface (GUI) of a web-based platform for connecting instructors and practitioners.

A mixed method was adopted through a survey and focus group. A survey was used to capture practitioners’ considerations while collaborating with instructors for student development, and a focus group helped uncover an in-depth understanding of the study phenomena. The data were analyzed using descriptive and inferential statistics and thematic analysis.

The results show the willingness of practitioners to collaborate with instructors for student development, the ways by which practitioners are willing to meet instructors' course-support needs and their considerations in deciding to do so. Slight differences were observed between the results of the survey and the focus group regarding the ranking of the practitioners’ considerations. The study highlighted demographic differences in practitioners’ considerations when deciding on meeting instructors' course-support needs. The results provide a basis to deduce the GUI inputs of web-networking platforms for connecting instructors and practitioners.

This study revealed practitioners’ design needs and GUI inputs to facilitate the design of web-networking platforms for connecting instructors and practitioners. This study also contributes to user interface design principles, theories on individual differences and practitioners’ involvement in student professional development.

The perspectives of industry instructors from a case enterprise were adopted to analyze various contexts of internship implementation and to examine feasible strategies for incorporating internships in the human resource development process.

A Taiwanese enterprise stationed in China was selected for case study. This study focused on the 2019 summer internship program. Interviews were conducted with 23 industry instructors.

(1) Units should effectively employ interns by guiding them to learn by doing tasks. (2) Provide training and assign personal industry instructors to guide interns in learning by doing, thereby establishing workplace relationships in advance. (3) High-level leaders and senior managers must pay close attention to internship results and inspire industry instructors and interns to perform internship tasks. (4) Managers of internship units must participate in interviews to select potential employees that satisfy unit requirements. (5) Opportunities for university teachers to interact with enterprises and recommend interested students who learn knowledge, skills, abilities and other characteristics (KSAOs) that fulfill enterprise requirements should be increased.

Enterprises must systematically plan internship tasks, recruitment and selection, as well as practices and reports if they wish to employ interns as potential human resource.

This study used the practical perspectives of industry instructors to establish the contexts and strategies of intern training for human resource development. The results of this study are expected to provide a reference for enterprises in planning internship workplaces and increase their willingness to employ interns.

As video-based interventions are continuously utilized as alternatives to physical site visits, directing students' attention to specific learning contents within videos could increase their comprehension and stimulate their interest. Students' knowledge of construction practice can be reinforced, misconceptions and improper inferences can be reduced by calling out significant learning concepts. However, few studies have formalized practice concepts that could be beneficial in preparing students for the workplace. This paper presents an investigation of construction practice concepts, based on site visits that would be beneficial in complimenting classroom teaching to prepare students for the realities of practice.

A mixed methods research approach was employed combining qualitative and quantitative data collection and analysis. An online questionnaire, semi-structured interviews and a focus group were conducted with industry practitioners and instructors to identify the topics and practice concepts significant for supporting classroom teaching with site visits.

The findings suggest that the most relevant topics typically supported with site visits are preconstruction management, excavation and foundation work, construction equipment, construction means and methods, project management, road construction, sustainability, building systems, structures, construction technology, building construction, capstone, site logistics and safety. Practice concepts were identified for each of these topics.

The study will guide researchers in the design of video-based pedagogical tools to be used as an effective complement of or alternative to site visit experiences. The findings will support instructors on how to structure their teaching practices to prepare students for some of the complexities of the workplace.

This study adds value to the existing literature by providing insights into industry perception of practice concepts for complementing classroom teaching.

We use panel data models to examine variations and changes in faculty employment at four-year colleges and universities in the United States. The share of part-time faculty among total faculty has continued to grow during the last two decades, while the share of full-time lecturers and instructors has been relatively stable. Meanwhile, the share of nontenure track faculty among full-time faculty has been growing, especially among the professorial ranks. Dynamic panel data models suggest that employment levels of different types of faculty respond to a variety of economic and institutional factors. Colleges and universities have increasingly employed faculty whose salaries and benefits are relatively inexpensive; the slowly deteriorating financial situations at most colleges and universities have led to an increasing reliance on a contingent academic workforce. A cross-sectional comparison of the share of full-time nontenure track faculty also reveals significant variations across institutions.

The lessons of quality management apply to services as well as tangible goods. Awareness also has been increasing that services, like tangible goods, can be guaranteed as a means of implementing a total quality management (TQM) orientation in the organization. While higher education has been exploring some of the tenents of TQM, it has been slow to embrace the power of service guarantees. In this conceptual article we present a system of service guarantees designed to foster a TQM orientation in higher education. We propose that institutions consider a system of guarantees aimed at three primary constituent groups – students, faculty, and employers – over the short, medium and long term. The rationale and implications of the guarantee system are explored, and possible impediments are discussed.