The aim of this paper is to assess and conceptualise the effects of new managerialism-related organisational reforms in three Australian public universities on technical, administrative and clerical support staff job stressors and job satisfaction. Using a mixed method approach consisting of a quantitative core component and qualitative supplementary component it was found that six different types of stressors were evident: time, information; supervisory; work environment; staffing and pay; and career. Path analysis showed that these stressors were closely connected to reduced job satisfaction, which could be ameliorated by employee participation, improved communication and work-related social support. However, the qualitative analysis suggested that the prevailing climate of managerialism was not conducive to such improvements. It is concluded that while appropriate human-resource management strategies have the potential to prevent the worst consequences of change, there is some doubt about the ability of university managers, captured by new managerialism, to create and implement such an approach.

The globalisation of higher education brings together learners and teachers from differing systems, creating a heterogeneous and diverse environment. Yet many higher education institutions typically rely on foreign students themselves to adapt to their new higher education environments. An investigation was undertaken as to whether traditional approaches are effective and efficient in meeting the needs of the internationally mobile student. Using data from the last ten years (1999 to 2009) from a post-1992 University in the North West of England an analysis of over 15,000 postgraduate assessments found a significant performance difference between home country students and international mobile students. Results found that home country students perform significantly better than international students, although the latter perform better in examinations than in coursework. However, there is a substantive improvement during the dissertation stage for both groups. Possible reasons for such variations in performance are explored.

The paper examines the impact of the transformations in doctoral education in the arts, humanities and social sciences in the United Kingdom over the past decade. It focuses on the introduction of formal research training and codes of research practice and in the first longitudinal candidate cohort study examines their impact on doctoral outcomes, especially Ph.D. submission rates. Results from this quantitative study show that engagement with research training, completion of a project outline and plan and appointment of a supervisory team were statistically positively associated with submission of the thesis within four years. It is concluded that the professionalisation of doctoral education by research training and codes of research practice has had a positive impact on doctoral educational outcomes.

One sees various efforts in developed as well as in developing economies to seek a greater participation of lower-income students in their nation's leading universities. Once lower-income students do enroll in a highly selective institution, what happens to them? How well do they do academically when compared to their more wealthy counterparts? How integrated are they into the academic community and in their satisfaction with their choice and sense of support by the institution and fellow students? These are crucial questions, if and when élite universities in various parts of the world become more representative of their general population; the stated desire of most of these institution, virtually all of which are nationally funded entities that must justify their public subsidies. This paper explores the divide between poor and rich students, first comparing a group of selective US institutions and their number and percentage of Pell Grant recipients and then, using institutional data and results from the University of California, Student Experience in the Research University Survey (SERU Survey), presenting an analysis of the high percentage of low-income undergraduate students within the University of California system; who they are, their academic performance and quality of their undergraduate experience.

The identity of the worker foregrounds the development of higher education rather than the other way around. It is developed in contrast to the lack of higher education innovation in the recent UK Government White Paper on Higher Education and in the educational philosophy of Tawney and the neo-pragmaticism of Rorty. The proposal is that higher learning, after capabilities have been nurtured in compulsory schooling, may be developed through communities of workers acting as agent for improvement of their communities; not in universities at all. This is a radical approach to higher education and employment and one that might bring true diversity to the higher education sector.

With particular, although not exclusive, reference to England, this article explores the appropriateness of describing higher education as a system. It has two main purposes: to explore the grounds for labelling English higher education as a system and to argue that, because this is no longer an appropriate label, a different conceptualisation is required. The central argument is that the structure of higher education is formed through the interaction of the state, market and higher education institutions and is, therefore, a shifting political construct. Furthermore, it will be hypothesised that the English (indeed, the British) model of higher education is better described as an increasingly internally differentiated network of sectors rather than as a system.