Abstract
Research has noted an increase in negative workplace behaviours in the higher education sector between leaders and staff. A component of this change has been attributed to the managerial shift associated with faculty leadership roles. Positions such as dean are now sometimes filled via evidence of management experience when traditionally these roles were awarded to senior academics. This paper argues that the workplace divides between leaders employed due to management expertise (and with less regard to their research accomplishments) and academics has created new fault lines in institutional hierarchies that are impacting on intra‐faculty relationships as each group adjusts to contemporary institutional management strategies. Bourdieu’s notions of habitus, capital, and field are used to dissect these fault lines and hierarchical structures to assist in understanding why the leadership shift is causing divides, if the issue is likely to continue creating rifts, and if the divide can be repaired.
摘要
研究表明，在高等教育部门，领导与员工之间的消极职场行为有所增加。这种变化产生的原因之一是与院系领导职务相关的管理层的改变。像院长这样的职位现在有时是由证实具有管理经验的人员担任，而传统上这些职位是给予资深学者的。本文认为，因管理能力 (较少考虑他们的研究成就)被雇佣的领导者与学术人员在职场上造成分歧，在机构层级中产生了新的断层线。而在每个群体适应当代机构管理策略的同时，这些断层线正在影响院系内部的关系。本文使用布迪厄的惯习、资本和场域等概念剖析这些断层线和等级结构，以帮助理解为什么领导层的变动会导致分歧，这个问题是否会继续制造裂痕，以及分歧可否得到修复等。