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Measuring the Quality of Faculty and Administrative Worklife: Implications for College and University Campuses
Abstract
There seems to be a presumption that the quality of worklife on college and university campuses has declined for faculty and administrative staff. What is not known is how generally true this is perceived to be, to what extent the quality of worklife varies by campus, and for what reasons it varies. Most importantly, it is not clear what impact the quality of worklife of faculty and staff members has on their performance or retention. The following article reviews the recent empirical literature devoted to this topic and offers a framework that conceptualizes these studies in three groups: those that describe and explore differences in the quality of worklife, those that determine the impact of worklife on attitudes, and those that attempt to explain behavioral outcomes. The implications of this work for practice and policy on college and university campuses is discussed. The author argues that campus leaders who want to improve the performance and retention of faculty and administrative staff must identify and address the particular issues that matter to those employed on their campuses.
... Effective teachers excellently transmit their knowledge to students and assists in framing elevated practices (Kohont and Nadoh, 2010). Qualification of teacher indicates the advanced awareness of the teacher toward the latest development belonging to their field (Johnsrud, 2002;Steyn and Schulze, 2003). Qualification of teacher and other staff significantly measures teacher's quality, quality teaching and transposition of their efforts on student's achievement (Mitchell, 2010). ...
... To tender quality in higher education, teaching skills are most likely the most significant skill and finally reveals that the given input have fruitfully grasped by the students or not (Al Helal, 2012;Ingvarson et al., 2007). Excellent teaching skill demonstrates imagination power to create innovative and interesting ways to the students to learn (Johnsrud, 2002;Steyn and Schulze, 2003). Teaching skills decidedly depend on the individual qualities and professional knowledge and enrich the potential of the students to orient under real life situation (Ginns et al., 2007). ...
... Ethics relies on establishing rules, principles and values, which bases the conduct of an entity (Monem and Baniamin, 2010). Codes of ethics help employees to maintain a steadiness about executing means and working behaviour (Johnsrud, 2002). Organizations should always make a bonafide attempt to avert unethical and illegal behaviour of the employee surrounding them (Koslowski, 2006). ...
Purpose
Educational policies, integrated practices, obliged strategies and notable benchmarks are always required by the higher educational institutions (HEIs) for operating business ventures into competent boundaries and to preside toward the overall new business density. The same are needed to be evaluated based on student's concerns for road-mapping sustainability. Accordingly, authors conducted present study to identify crucial quality characteristics (measures) under the origins of HEIs based on student's concerns using qualitative medium under Indian economy. The study is presenting critical dimensions and quality characteristics, which are seeking by the students for selecting HEIs for their studies.
Design/methodology/approach
Kano integrated-Grey-VIKOR approach is utilized in present study for road-mapping sustainability based on the determination of priority index and ranking. The study utilized three segments of methodology, where in the first segment, Kano technique is implicated to define priority index of quality characteristics. In the second segment, grey sets theory is implicated to capture the perceptions of the respondents. In the third segment, VIKOR technique is implicate to rank the HEIs.
Findings
The findings of the study will assist administrators in planning the prominent strategies that can embrace performance traits under HEI, which in turn will participate in growth and development of an economy. The findings have revealed “PPCS, ICMC, TSTR, PICM, AFEP, IMIS as Attractive performance characteristics,” “IEAF, OIAR, INET as One dimensional performance characteristics,” “QTCS, PORE, SIRD as Must-be performance characteristics” and “PQPE, PCTM as Indifferent performance characteristics.” Additionally, “Professional and placement characteristics of institute” is found as the most significant measure inspiring students for admiring engineering institutes. It is found that “Observance of institutional affiliation and recognition” and “Infrastructure, classroom management and control methods” are found as the second significant measures. “Patterns of question papers and evaluation medium” and “Personal characteristics of teacher and management” are found as the least competent characteristics admiring stakeholders for selecting HEI.
Originality/value
The present study can assist administrators in drafting refined policies and strategies for practising quality outputs by HEI. The study suggested critical quality characteristics, which in respond will aid in attracting more number of students toward educational institutes. A study under Indian context is demonstrated for presenting critical facts and attaining higher student's enrolment rates.
... En contextos de demandas de trabajo nuevas y/o crecientes, es importante asegurar que las personas tienen las herramientas para poder llevarlas a cabo de manera efectiva. Los autores señalan que debiera haber una preocupación explícita por abordar la calidad de vida en el trabajo de las personas (Johnsrud, 2002). d. ...
... Respeto y reconocimiento: Este punto incluye desde el reconocimiento de las personas, hasta la valoración respecto a su trabajo y rol en la institución. Además, se enfatiza el respeto que se tiene que dar a la comunicación interpersonal (cómo se da la comunicación) y en particular en lo que corresponde a la privacidad de las personas (Johnsrud, 2002;Buendía & Salas, 2020;Quiroga, 2021). e. Resolución de conflictos: Los miembros de la comunidad universitaria deben disponer de apoyo y formación en convivencia, así como en estrategias de resolución de conflictos que sean implementados de forma efectiva y oportuna, para evitar escalar conflictos. ...
artículo Revista de la Educación Superior 211 Vol. 53 · 2024 resu.anuies.mx 79 revista de la educación superior 211 vol. 53 (2024) 79-98 • https://doi. Recibido el 13 de diciembre del 2023; Aprobado el 3 de septiembre del 2024 Resumen En las universidades interactúan autoridades, académicos, administrativos, estudiantes, lugar en que se desarrollan procesos que demandan relaciones armónicas entre sus miembros. La convivencia es un eje principal dentro de sus planes de desarrollo, que orienten a la participación y coexistencia saludable de sus miembros. Este en-sayo tiene por objetivo reflexionar acerca del rol de las universidades en la educación ciudadana, a partir de la revisión del estado del arte respecto a la convivencia en la educación superior a nivel nacional e internacional. El trabajo desarrollado por el Comité de Convivencia UC 2021-2023 permitió contar con una Política de Convivencia UC
... In some ways, the pandemic acted as an equalizer in increasing workload and disrupting work-life balance for fathers. In addition to not being able to achieve work-life balance, academic parents reported their expectations did not align with the institution's, which was exacerbated by a lack of feeling empowered, a combination problematic for job satisfaction and productivity (Johnsrud, 2002;Taylor et al., 2017;Williams et al., 2006). Faculty also struggled because of spillover from one role to another (Sweet, 2014), which can be beneficial when flexibility is needed, but also can increase conflict and make disengagement from a role more difficult. ...
... Expectations were not aligned between the faculty members and the institution. Improving alignment can enhance dimensions of empowerment, such as self-efficacy, trust, and outcomes, such as achievement and retention (Johnsrud, 2002). To make alignment more likely, requirements to be successful should be clear, and achievable with available resources (Lawrence et al., 2014) so that faculty are more likely to be successful. ...
Purpose
This study was conducted to fill gaps in the literature based on institution type, career level, and gender identity.
Design/methodology/approach
Faculty often struggle with achieving work-life balance. This struggle is exacerbated for faculty parents. Most academic parent research has been conducted on early-career women and at research-intensive universities. Although these groups are important, it is also important to understand experiences of academic parents at different career levels and types of institutions. The authors conducted a qualitative thematic analysis from focus groups with faculty from a mid-sized master's level university about work-life balance expectations and experiences in their roles as academics and parents. These four groups included early-career mothers ( n = 5), early-career fathers ( n = 4), mid-career mothers ( n = 4), and mid-career fathers ( n = 7).
Findings
Faculty expressed having a high workload based on an intersection of high work expectations, unclear work expectations, and lack of equity. Consequences of the high workload included lower work-life balance, dissatisfaction at not doing more, the loss of flexibility as an advantage, and lower organizational commitment.
Originality/value
Although results are limited in generalizability, it is useful to examine one institution, with all participants sharing the same culture and policies, in-depth. The authors discuss recommendations for educational administrators for assisting academic parents and suggest institutions work to examine informal expectations and formal policies at their institutions. Working together, faculty and staff can help enhance alignment of expectations and perceptions of work-life balance, hopefully leading to happier, more satisfied employees.
... Universities tend to have most of their budgets devoted to personnel. Therefore, their performance and success are most likely to depend on this resource (Johnsrud, 2002;Szelągowska-Rudzka, 2018). Human resources of universities are classified by academic and professional staff (Gordon and Whitchurch, 2007). ...
... In addition, Tran and Villano (2017a; point out that exogenous variables such as location, ownership and national entry exam marks influence excess input resources. These lead us to the fact that using excess inputs seems to be inevitable in higher education, where administrative services potentially increase to meet the development and growth of institutions, regulatory pressures and complexity in organisational structures (Leslie and Rhoades, 1995;Johnsrud, 2002). This is, indeed, the case in Vietnam where universities face instability in the government policy environment that they are not well prepared to respond to. ...
Administrative staff are a crucial human capital input in tertiary education institutions. Given the substantial investment in recruitment and selection of administrative staff, efficient and effective use of these staff affects the organisational and financial performance of universities. Whereas much concern has been placed on the performance of academic staff, the ability of a university to obtain an optimal level of administrative staff has not been addressed. This paper investigates whether the usage capacity of administrative staff is maximised in Vietnamese universities. Vietnam has implemented several education reform policies with the aim to improve the standing of its universities in the world’s education market. The process is not only about obtaining and deliver good education quality, but also efficiently using human resources to reach optimal performance and sustainable development. Employing the stochastic frontier input requirement model with data on 112 Vietnamese universities, we examine the presence of excess administrative capacity in these universities, given the existing student outputs and other input resources. We find that, on average, the level of excess administrative capacity is 3.4%, implying an economic loss in universities. In addition, under the analysis of determinants of the variances of the inefficiency effects and the error terms in the input-requirement function, our findings reveal that excess administrative capacity varies according to location and ownership. Some policy implications are discussed to address excess capacity of administrative staff in the Vietnamese context and some key lessons learned for the rest of the world.
... It is seen that the related researches do not only have studies regarding quality system in universities, faculties and vocational schools but also the issues that affect the quality of higher education such as the development of libraries and standards (Coleman and Jarred, 1994;Ifidon, 1995), laboratory accreditation (Bode, 1995) and improvement programs (Nielsen, 1997), internship subjects (Sarwerfoner, 1981), university website quality (Thelwall, 2002), quality of life students and job satisfaction of both and employees (Tolor, 1983;Daskapan, Tuzun and Eker, 2005;Damush, Hays and DiMatteo, 1997), and the effect of facilities on education (Mateo, Fernandez, 1996). Besides, the quality of the services offered at the university (Johnsrud, 2002) and universitycommunity cooperation (Bass, 1987) are among the other topics discussed in the literature. The keyword networks and top articles given in this study can be examined for details. ...
... Öğrenci ve çalışanların yaşam kalitesi ve iş doyumu (Tolor, 1983;Daskapan, Tuzun ve Eker, 2005;Damush, Hays ve DiMatteo, 1997), fiziksel alanın eğitime etkisi (Mateo, Fernandez, 1996) yükseköğretimde kalite başlığı altında yoğun çalışılan konular arasında yer almaktadır. Çalışmalarda sadece öğrencilerin yaşam kalitesi değil, üniversitede sunulan hizmetlerin kalitesi (Johnsrud, 2002) ve üniversite-toplum işbirliği (Bass, 1987) de literatürde tartışılan konular arasındadır. ...
Yükseköğretim kurumları, eğitim-öğretim, araştırma-geliştirme gibi faaliyetleriyle, topluma farklı katmanlarda değer ve hizmet üreterek, toplumun gelişmişlik düzeyine olumlu katkılar sağlamaktadır. Toplumların, geleceklerine, yükseköğretim kurumlarının yön vereceğine olan inançları artarken, bu durum, kurumlardan beklenen eğitim ve hizmet kalitesi düzeyini de aynı doğrultuda artırmaktadır. Dolayı-sıyla, yükseköğretimde kalite konusu, farklı kalite model ve standartların geliştirilmesiyle, araştırma için ilham kaynağı olarak göz önüne alınmıştır. İlgili literatürün mevcut yapısı-nı ortaya koymak amacıyla, bu araştırmada, “yükseköğre-timde kalite” konusundaki araştırma makaleleri bilimetrik yöntemler ile incelenerek, ilgili alandaki eğilimler küresel ölçekte sunulmuştur. Çalışmada; Web of Science (WoS) veri tabanında bulunan, 1980-2018 tarih aralığında yayınlan-mış, başlığı yükseköğretimde kalite kavramı ile ilişkilendi-rilmiş araştırma makaleleri analiz edilmiştir. Bilimetrik yöntem ve araçların desteğiyle, kapsama alınan makalelerin en fazla referans verdikleri dergiler, en fazla referans veri-len yazarlar ve en fazla yayın üreten ülkeler, özet tablolar-la; yazarların ve anahtar kelimelerin kendi arasındaki ilişkiler ise kümeler ve ağ yapısı içerisinde sunulmaktadır.
... Higher education institutions (HEIs) should prioritize the establishment of comprehensive benefits packages encompassing health insurance, retirement plans, tuition assistance, and additional perks to support their employees. Concurrently, integrating performance -based incentives like bonuses, grants, and awards can inspire staff to excel, aligning individual success with institutional progress (Johnsrud, 2002). Furthermore, HEIs should invest in the professional development of their workforce by offering funding for conferences, workshops, and research opportunities, fostering continual growth and demonstrating a commitment to employees' long -term advancement (Kezar, 2018). ...
This paper solely focuses on the fourteen principles established by Henri Fayol and their application in Higher Education Institutions (HEIs), further analyzing their implications. Published works previously related to this study were reviewed extensively. This review provided a rigorous understanding of the principles, facilitating better comprehension and further modifications. The importance, benefits, strengths, and weaknesses of these principles were tested to determine their suitability in HEI departments. Data was drawn from various HEI departments, giving this study a directional perspective. Based on literature and results obtained from the data, it was concluded that Fayol's principles of management are as relevant to HEI departments as they are in other existing organizations. The paper further recommends that HEI departments should always maintain a clear sense of direction and engage staff by continuously reminding them of the organization's goals and objectives. It is also essential to offer staff a sense of importance within the organization and treat them with utmost objectivity.
... Beyond the professional sphere, the quality of work life also significantly impacts personal, family, and social aspects. Research aimed at developing a model to enhance the quality of work life for teachers includes contributions from Powell et al. (1983), Johnsrud (2002), Naz et al. (2021), Mudrak et al. (2018), and Demediuk & Van Gramberg (2011). ...
The object of this study is to explore the employment relations of academic staff in universities in Kazakhstan, focusing on legal, administrative, and practical aspects. The study aims to analyze the updated employment and management model of university teaching staff, with particular attention to the legal framework, management practices, and employment trends. A comprehensive three-stage analysis was conducted: first, the peculiarities of the emergence, change, and termination of employment relations between teachers and universities were examined; second, the approaches to managing teaching staff were analyzed; third, sociological data on employment trends among university teachers were scrutinized. Methods employed include a systemic and sociological approach to summarize labor relations practices, coupled with formal-logical methods for legal analysis, and specific scientific methods such as logical, statistical, historical, and comparative-legal analysis. Empirical data were sourced from the Bureau of National Statistics of the Republic of Kazakhstan, monitoring data from the Ministry of Science and Higher Education, and sociological research conducted in Almaty. The results indicate significant areas of dissatisfaction among faculty, including workload, compensation, professional development opportunities, and remote work conditions. The study concludes that there is a need for visionary leadership in managing university faculty, integrating traditional academic values with innovative organizational practices, incentive systems, and employment policies. The findings provide a foundation for policy recommendations to enhance the higher education framework in Kazakhstan, addressing demographic pressures, brain drain, and the need for legislative changes to improve the working conditions and satisfaction of university faculty. Received: 13 March 2024 / Accepted: 25 July 2024 / Published: 05 September 2024
... In the literature, different typologies of the researcher's activities determinants were counted. For example, according to Seglen and Aksens (2000) and Johnsrud (2002), there are two groups of determinants, those related to individual variables (such as age, gender, academic background), and those related to structural variables such as the finance structure and the institutional context. Fox (1985, cited by Frost andTeodorescu, 2001) added a specificity at the individual level by differentiating variables which belong to the individual background (age, gender, etc.) and those which belong to the individual accomplishment (experience, commitment to certain activities, etc.). ...
In the Triple Helix of the University-Industry-Government relations, the academic researcher appears as a predominant actor as he participates in research which gives opportunities for innovation, in teaching which develops highly qualified personnel, and so plays a major role in developing absorptive capacities in firms, and in entrepreneurialism which represents the transformation of knowledge in a more usable form and so another opportunity for innovation. The changes in the context of the University and of the researcher lead to a need for a more comprehensive understanding of the complexity of the University’s universe. To answer to this need a systematic review of the literature was done, starting from 5463 articles; it allowed to select 98 articles which permitted to indentify four different roles of the researcher (research, teaching, entrepreneurialism and services) and four different levels of determinants of the researcher’s activities: the ones related to the researcher’s characteristics (age, gender, ethnicity, network, etc.), the ones related to the departmental level, the ones related to the University’s characteristics (type, structure, policies, etc.) and the ones related to the characteristics of the University’s location (city characteristics, entrepreneurial climate, regional policies, etc.).
... Se ha determinado que en las universidades existe un involucramiento cada vez mayor en el desarrollo de los profesionales no académicos para facilitar los resultados de desempeño de la institución, reafirmando a las universidades como organizaciones con propósito, es decir, con la capacidad de organizarse estratégicamente en la búsqueda de metas y estándares (Baltaru, 2019). Sin embargo, Johnsrud (2002) ha establecido que la calidad de la vida laboral de los miembros de una universidad y de su personal no académico, y la percepción que estos tienen respecto a su propio contexto laboral en particular, dependen de la experiencia individual de cada funcionario. ...
El personal no académico en universidades ha sido relegado en el análisis relativo a la gestión de personas. Sin embargo, este estamento universitario tiene una relevancia vital en el funcionamiento de las entidades de educación superior. Mediante un análisis comparado, este estudio busca averiguar cómo se encuentran reguladas las principales dimensiones de la carrera funcionaria del personal no académico en distintas universidades. El análisis consideró una selección de 15 universidades, tanto chilenas como extranjeras, que cumplieran con los criterios del índice de democracia, tipo de gobernanza, de distintas regiones geográficas, con dependencia estatal y no estatal, de alto desempeño en sus países, con presencia de documentación y existencia de acto legal formal o equivalente de sus políticas. Los resultados evidencian que en las instituciones de educación superior no existe una uniformidad en torno a cómo regular la carrera funcionaria del personal no académico. Esto ocurre debido a que en las diferentes entidades se utilizan múltiples instrumentos para regular la carrera funcionaria y, asimismo, se abarca una cantidad dispar de subsistemas relativos a esta temática. Finalmente, independientemente de los mecanismos de regulación o sus objetivos, las universidades tienden a garantizar una cantidad mínima de subsistemas a través de diversos instrumentos para el desarrollo y bienestar del personal no académico.
... As argued by Johnsrud (2002) over 20 years ago, leaders who want to improve the performance and retention of faculty must address issues that matter to those employed on their campuses. 1 Since then, the literature is replete with additional reports of faculty work overload, stress, turnover, and increasingly problematic working conditions, exacerbated even further by the COVID-19 pandemic and the quiet quitting that placed yet additional burdens for those remaining engaged at work. 2 While no areas appear immune, many studies and commentaries have come from faculty in health professions programs, such as medicine, nursing, pharmacy, and physician assistants. Conklin and Desselle (2007 (a and b)) reported on pharmacy faculty deterioration in consensus on teaching and research priorities and the load felt by a relative minority of faculty who appear to carry much of the teaching responsibility and scholarly output for an entire department or program. ...
... Johnsrud (1996) proposed that faculty work-life can be influenced by their professional priorities, perceived institutional support, and erosion of quality of life over the course of their careers. Addressing these factors can improve the overall climate and culture within academic institutions [21], ultimately impacting faculty morale and their likelihood of leaving their positions or careers [22]. ...
Background
Despite the importance of faculty retention, there is little understanding of how demographic variables, professional and institutional work-life issues, and satisfaction interact to explain faculty intentions to leave. This study aimed to investigate the intention to leave among academics and their Work-Life Quality and Satisfaction.
Methods
This is a descriptive cross-sectional study conducted by 8 faculties affiliated to Urmia University of Medical Sciences located in Urmia, West Azarbaijan province, Iran. The participants in the study were 120 faculty members from Nursing and Midwifery, Medicine, Allied health professions, and Health management and medical information faculties. The Work-Life Quality and Satisfaction scale, and the intension to leave scale were used for data collection. Uni- and multivariable linear regression analyses were employed to determine predictors of the intention to leave (P-values < 0.05).
Results
The mean scores of all dimensions of Work-Life Quality and Satisfaction scale, and intention to leave were in an average level. There is a negative correlation between Work-Life Quality and Satisfaction subscales, along with demographic factors, and the intention to leave (P < 0.05), while multivariate analysis showed that work experience and Discipline were significant independent predictors of intention to leave (P < 0.05).
Conclusions
In order to improve education in universities, it is necessary to pay attention to the conditions of creating job satisfaction in academics. Considering the high intention to leave among Nursing lecturers, without sufficient support of nursing schools in terms of human resources, it may suffer by the lack of academic staff; eventually the quality of education will reduce in undergraduate nursing in the long term.
... Se ha determinado que en las universidades existe un involucramiento cada vez mayor en el desarrollo de los profesionales no académicos para facilitar los resultados de desempeño de la institución, reafirmando a las universidades como organizaciones con propósito, es decir, con la capacidad de organizarse estratégicamente en la búsqueda de metas y estándares (Baltaru, 2019). Sin embargo, Johnsrud (2002) ha establecido que la calidad de la vida laboral de los miembros de una universidad y de su personal no académico, y la percepción que estos tienen respecto a su propio contexto laboral en particular, dependen de la experiencia individual de cada funcionario. ...
El personal no académico en universidades ha sido relegado en el análisis relativo a la gestión de personas. Sin embargo, este estamento universitario tiene una relevancia vital en el funcionamiento de las entidades de educación superior. Mediante un análisis comparado, este estudio busca averiguar cómo se encuentran reguladas las principales dimensiones de la carrera funcionaria del personal no académico en distintas universidades. El análisis consideró una selección de 15 universidades, tanto chilenas como extranjeras, que cumplieran con los criterios del índice de democracia, tipo de gobernanza, de distintas regiones geográficas, con dependencia estatal y no estatal, de alto desempeño en sus países, con presencia de documentación y existencia de acto legal formal o equivalente de sus políticas. Los resultados evidencian que en las instituciones de educación superior no existe una uniformidad en torno a cómo regular la carrera funcionaria del personal no académico. Esto ocurre debido a que en las diferentes entidades se utilizan múltiples instrumentos para regular la carrera funcionaria y, asimismo, se abarca una cantidad dispar de subsistemas relativos a esta temática. Finalmente, independientemente de los mecanismos de regulación o sus objetivos, las universidades tienden a garantizar una cantidad mínima de subsistemas a través de diversos instrumentos para el desarrollo y bienestar del personal no académico.
... Despite that the QWL affects the professional lives of employees, QWL has received little attention in academia until recently (Ngcamu, 2017). It is crucial that university leaders consider this matter to improve the performance and to ensure the retention of both academics and employees (Johnsrud, 2002;Moestain et al., 2020). This is even more significant in times of crisis and particularly during the COVID-19 pandemic which is quite threatening for academics who are usually in direct contact with students. ...
Purpose
The purpose of this study is to explore the human resource development (HRD) implications of perceived higher education (HEd) leadership effectiveness on academics’ quality of worklife (QWL) in the context of COVID-19. Drawing on conservation of resource theory, this study explains the mediating role of resource adequacy (RA); then this study investigates the moderating role of COVID-19-related risk perception (CRP) on the relationship between university leadership (UL) and both academics’ turnover intention (TI) and academics’ QWL.
Design/methodology/approach
This study used a quantitative research exploiting the pandemic experiences and perceptions survey, PEPS, to collect data from 300 academic staff in private and public HEd institutions in Lebanon. The analyses include the test of the mediating effect of RA as well as the moderated mediation effect of CRP through regressions, PROCESS and bootstrapping.
Findings
The findings suggest that by enhancing RA, effective UL positively influences the QWL and mitigate the TI in Lebanese HEd. Furthermore, this study found that CRP weakens the direct relationship of UL on RA and the indirect effect of UL on the QWL and TI via RA such that the relationships are weakened when COVID-19 risk perception was high rather than low.
Practical implications
The results imply that HEd HRD professionals could think of effective human resource interventions of how to maintain good working environment where academics are facilitated to acquire high level of resources which lead to improving their QWL and mitigating the negative outcome (TIs).
Originality/value
To the best of the authors’ knowledge, no research has been made to investigate the moderated mediation model of the “pandemic experience and leadership perceptions” (PEPS) in the HEd sector in Lebanon, addressing academics’ experiences in business schools. This study is unique because it was conducted during the utmost pandemic outbreak (mid academic year 2021) collecting data in real time. This research contributes to the HRD literature by showing empirical evidence of the relationships in the context of Lebanese HEd institutions.
... There exist relationships between employees' perceptions of their work environments and outcomes such as job involvement, job satisfaction, and job performance (Raziq & Maulabakhsh, 2015). Job satisfaction has been viewed as an attitudinal disposition that is studied as an outcome of the quality of work life (Johnsrud, 2002). Thus, the QWL scale has to assess key issues in the workplace such as job satisfaction. ...
In today's competitive business world, the necessity of committed employees has increasingly become a critical factor in fostering a positive work environment, promoting quality of work life, and enhancing job performance. Organizational commitment plays a significant role in promoting employee-related outcomes, yet, there is less conclusive evidence for identifying the elements that enhance or hinder the relationship between quality of work life and job performance, with organizational commitment acting as a mediating factor. This study aimed to investigate the quality of work life and job performance with the mediating role of organizational commitment of small-scale apparel sector female employees in the Kandy District, Sri Lanka. The study was executed with a sample of 217 female employees from small-scale apparel companies in the Kandy District that were selected based on the convenient sampling technique. The primary data for the study were collected using a self-administered questionnaire and were analyzed using correlation analysis, regression analysis, and mediation analysis via a Sobel Test. Based on the findings of the study, it was discovered that quality of work life was significantly and positively related to job performance and Organizational commitment. Further, the organizational commitment was found to be significantly and positively related to job performance confirming that organizational commitment was mediating the relationship between quality of work life and job performance of female employees in small-scale apparel companies in the Kandy District. The findings of this study would be significant for HR professionals in making strategic decisions on improving organizational commitment and enhancing job performance.
... Universities and research institutions are kind of organizations whose main capital and competitive advantages are limited to their knowledge workers. However, these organizations are not credited with providing favorable situations and paying attention to the concerns of human resources (Johnsrud, 2002). ...
Work-family interface that covers family and work reciprocal relations includes both aspects of negative and positive interactions of people's work and family lives. This article deals with the analysis of the antecedents and consequences of positive aspects among faculty members. Specifically, the study investigated the effect of flexible working arrangements on work and family enrichment with the moderating role of gender and self-efficacy. In addition, the relationship between work-family enrichment and job involvement, organizational identification, and family satisfaction was tested. The survey questionnaires were distributed to the faculty members of four premium universities in Tehran, and the structural equation modeling was used to test the hypotheses. The results showed that flexible working arrangements have a significant positive effect on family to work enrichment (FWE) and work to family enrichment (WFE). Moreover, WFE was found to have a significant positive effect on job involvement, organizational identification, and family satisfaction. On the other hand, the effects of FWE on job involvement and family satisfaction were confirmed; however, FWE did not have any significant effect on organizational identification. The moderating role of self-efficacy in the relationship between flexible working arrangement and FWE was confirmed, while the moderating role of gender in the relationship between flexible working arrangement and work-family enrichment (in both directions) was rejected. As a major conclusion, it can be said that in the academic community of Iran, flexible working arrangements can still be used to enrich work and family life and perhaps achieve a higher level of work-family balance.
... Johnsrud L. K, (2002). [15] 4 ...
Background/Purpose Recently, the QWL has become more and more significant in organizations. This is basically a working environment for employees of the organization. It's a value-based process, improving the effectiveness of the organization and improving the quality of life of employees at work. QWL programs usually emphasize development of employee skills, reduce work-related stress in a more collaborative work-management relationship. Ultimately, with the organization, employees will also be benefited. Hypothesis-based qualitative research agenda and Testing has improved the conceptual model of working quality of life. The study here is to understand, to what extent the surveyed organization was able to meet the following requirements: To check whether there is a link between employees' quality of workplace life and employee satisfaction. Methodology: This study analyzes the contribution of the Quality of Work Life program to employee satisfaction, taking into account the top factors that contribute to QWL: management, compensation, career development, working conditions, and relationships with employee morale. Primary and secondary data were collected in support of the research objectives. Primary data was collected using a structured questionnaire containing closed questions and a direct interview method. The questionnaire was distributed to the organization’s clerks, factory workers, and managers. Secondary data were compiled from company files, magazines, books, journals, and websites. The total number of employees in the registered office (RO), Gelatin department (GD), and Ossein department (OD) is 415. Of these, the sample size was 55, including both managers and employees. Finding: The QWL is very important in today's organizations. This is essentially related to the favorable or unfavorable nature of the work environment for the employees of the organization. This is a values-based process aimed at achieving the two goals of improving the effectiveness of the organization and improving the quality of life of employees in the workplace. QWL programs typically focus on developing employee skills, reducing work-related stress, and developing more collaborative work-management relationships. Ultimately, both the organization and its employees will benefit from it. This survey should help you understand how well your organization was able to meet employee requirements and see if there is a real relationship between quality of life and employee satisfaction. Originality: It conducts a quality of work survey at Nitta Gelatin India Limited, Kochi, Kerala This study aims to provide insights into the contribution of quality of life (QWL) towards employee satisfaction by studying the impact of factors like career development of employees, their working condition, their relationship with the management, benefits and compensation and morale of employees. Paper Type: Conclusive Research Design.
... Taken as a whole, these data demonstrate that CROS leads university faculty to feel worse about their workplace experiences. These findings have implications for overall health and well-being for faculty [1] but also for morale and retention [60]. ...
Communicatively Restricted Organizational Stress (CROS) is a phenomenon characterized by real and/or perceived prohibitions against communicating with others about one’s organizational stressors. Given that CROS is marked by an inability to utilize social support, effects are often profoundly negative for the organizational members. However, the extent to which CROS functions similarly across similar types of organizations is unknown. In this exploratory project, the effects of CROS are investigated in a small sample (n = 41) of predominantly white university faculty. Conceptualizations of CROS argue that it is dependent both on the existence of stress and the presence of close and potentially supportive relationships. Provided that academia is a high-stress environment characterized by a strong likelihood of the formation of Personal Workplace Relationships (PWRs), CROS should be prevalent for this population and should lead to negative effects. Results indicated that CROS exists for university faculty and that its prevalence correlated negatively with measures of social support. Furthermore, CROS-associated distress is positively associated with perceived stress, burnout, and overcommitment and negatively associated with work well-being and job satisfaction. Although objective physiological measures of health were collected, the data were not able to be analyzed. The discussion focuses on implications and directions for future research.
... Additionally, increasing work environment stressors progressive degradation of working conditions at universities around the world affects the quality of work-life and job satisfaction (Ferraro et al., 2015;Johnsrud, 2002;Kyriacou, 2001;McClenahan et al., 2007;Rosser, 2004;Schaufeli et al., 2009;Skaalvik & Skaalvik, 2009), generating physical and emotional exhaustion among teachers (Collado et al., 2016). Different types of lack of equity, for example: between men and women (Durodoye et al., 2020), could also lead these professionals to suffer a high prevalence of this syndrome (Carlotto, 2004;Kinman, 2001;Maslach, 1999;Rocha et al., 2020;Sestili et al., 2018;Watts & Robertson, 2011;Zhong et al., 2009). ...
This research explores the relationship between Decent Work (DW) and Burnout in Portuguese and Brazilian academic personnel. We focus on identifying profiles resulting from the relationship between these variables. Seven hundred twenty-seven participants composed the sample (Portuguese = 334; Brazilian = 393), and data were collected online using the Decent Work Questionnaire (DWQ) and the Personal Burnout subscale from the Copenhagen Burnout Inventory (CBI). Results of multiple linear regressions showed that two DW dimensions were significant and negatively related to Burnout: Fundamental Principles and Values at Work and Adequate Working Time and Workload. We found four profiles by performing a cluster analysis: Low Decent Work; High Decent Work; and two other profiles with DW deficit in at least one DW dimension: Low Fundamental Principles and Values at Work and Low Adequate working time and workload. Moreover, 71% of the total sample showed some decent work deficit. Differences between Burnout and the DW dimensions were analyzed through a MANOVA. In our sample, considering the broad dimensions of DW, Burnout seems to be mainly dependent on the deficit of aspects related to the quality of treatment and interpersonal relationships at work (e.g., perceptions of fairness, participation, non-discrimination) as well as the balance of the workload and the adequacy of the working hours. Interventions aiming at improvements must focus on those two dimensions.
... The quality of work life of employees in organizations, as explained in the theoretical part of the paper, is an integral part of the strategy of the human resource management process, which is primarily related to the process of job satisfaction (Johnsrud, 2002). Job satisfaction implies the degree of employee satisfaction with the job itself, reward systems, promotion, career development, salary and benefits, working conditions, environment, etc. (Stahl et al., 2020). ...
In this paper, the authors aimed to examine the relationship between the process of employee job satisfaction and the quality of work life. The main hypothesis, which is confirmed in the paper, is that there is a statistically significant correlation between the elements of job satisfaction and the quality of work life. Based on the suggested hypothesis, the main objective of the paper was to identify the concerns within the job satisfaction processes in the organizations where the research was conducted. The research involved 127 respondents who are employed at all three management levels in the organization (top management, middle management and the first-line management) in 86 business entities in the Rasina District. For the purpose of implementing this research, a questionnaire was used and its results were subsequently processed by using several statistical methods. The results of the research indicate, among other things, the concerns in the job satisfaction process, which are the basis for measuring and improving the quality of work life.
... Perceived QWL in terms of fairness, intensity of work load, treatment and supervisor behaviour affects employee behaviour at the workplace. Many studies have been done on QWL across various sectors in Asian working cultures, such as banking, Information technology (IT)/Information Technology Enabled Services (ITES), manufacturing, hospitality, health care and education (Brousseau and Cara, 2017;Huang et al., 2007;Johnsrud, 2002;Kara et al., 2013;Lau et al., 2001;Narehan et al., 2014). A few studies are available on QWL among Indian police personnel (Kazmi and Singh, 2015;Rathi and Barath, 2013). ...
The job profile of police officers places exceptional demands on them leading to risks to life, personal discomfort and stress. This article aims to examine how the physical and emotional well-being of police personnel is affected by their perceived quality of work life (QWL). The study looked at the questionnaire responses of 234 police personnel. Emotional well-being is measured as the absence of depression, emotional hyperactivity, difficulty relaxing, irritability and anxiety, whereas physical well-being is measured as the presence of diabetes, thyroid problems, insomnia and obesity. The study assessed police perceptions of QWL as provided by the government. The study findings are segregated for QWL on the basis of dominant ill-being and dominant well-being. Factors such as career and development, working environment, safety, work load, compensation and fear of punishment should be carefully analysed and improved. Some 71.8% of the respondents suffered from two or more emotional ailments; 70% suffered from two or more physical ailments. Findings suggest that QWL dimensions that fall within dominant ill-being need to be addressed immediately by policy makers and management to improve police well-being.
... Autonomy, stress, control, respect, sincerity, job experience, age, position, processes, work definitions, and role expectations are all factors that influence it. (Allen, 2003;Hart, Wearing, Conn, Carter & Dingle 2000;Johnsrud, 2002). Other dimensions, as explained by Oladipo (2013), are leadership styles, participation in decision-making, and communication style. ...
Purpose: This study aimed to ascertain the role organizational climate could play in galvanizing the employees of commercial banks in southeast Nigeria for better performance through exhibiting greater engagement to their jobs and organizations. Research methodology: Survey Research Design was employed for the study. The study population consisted of 988 employees of 50 randomly selected commercial banks in the region studied. Data were elicited through a structured questionnaire while the analysis was carried out using Simple Regression Analysis and hypothesis tested at a 5% level of significance. Results: The findings showed that there is a statistically significant relationship between Distributive Justice Climate and Job Satisfaction in Microfinance Banks in SouthEast Nigeria (r = .962; R-Square = .926; F = 5865.689; p-value<.05) and that there is a statistically significant relationship existing between Open Communication Climate and Positive Meaning in Microfinance Banks in SouthEast Nigeria (r = .982; R-Square = .965; F = 13000.304; p-value<.05). Limitations: Because of the concentration of commercial banks in Anambra state, most of the banks selected for the study through a random method were from Anambra State. This could affect the generalizability of the findings. Contribution: This study contributed to the already existing body of knowledge on Organizational Climate and Employee Engagement. The study also revealed empirical results of the relationship between the variables of the study, specifically in commercial banks in SouthEast Nigeria.
... Later, QWL had become important for the work environment, job satisfaction, work-related behaviours and commitment among organisations. Past researches prove that QWL plays a vital role in generating the willingness among employees to stay in an organisation and cultivating a positive attitude towards the job and organisation (Greenhaus et al., 1978;Johnsrud, 2002;Beaudoin and Edgar, 2003;Saraji and Dargahi, 2006). Different authors have given different statements regarding commitment, i.e., OC is a psychological commitment of employees where employees attach themselves to the organisation with long-term loyalty (Allen and Meyer, 1990;Burris et al., 2008;Mowday et al., 2013;Sajjad and Abbasi, 2014). ...
... The constant pressure confronted by teachers in higher education institutions is expected to have an adverse effect on the quality of work-life and produce burnout (Johnsrud, 2002). Burnout has been explained as a stress syndrome that involves a decrease in physical and emotional vigour (Schaufeli & Buunk, 2003). ...
The aim of the study was to design a framework for university administrations to provide guideline for the effective management of the issues of occupational stress and burnout among university teachers in Pakistan. A total of 320 university teachers participated in the study. Of the respondents, 144 (45%) were female, and 176 (55%) were male. The questionnaire was especially constructed for the study and it comprised six subscales. The results showed that there was no significant gender difference between the scores of the respondents except on one scale. The results show that university teachers are not satisfied with the efforts made by university administrations to deal with problems of occupational stress and burnout. In the light of the results, a framework has been designed for university administrations in Pakistan. Keywords: Burnout, Framework, Pakistan, Occupational stress, University teachers, University administration
... Moreover, institutional development and FQ have a look forward to the same way (Perkmann, King, & Pavelin, 2011). Furthermore, the work stress of faculty can be more deprived of the students' performance which indirectly will affect the quality of institutional life and its development (Johnsrud, 2002). Mirkamali and NARENJI (2008), have conducted an appropriate study for how to promote faculty quality of Sharif University of Technology and Tehran Universities. ...
Abstract: The key objectives of current empirical research study to examines the Factors making the change in the current academic performance of business students at the University level as a mediators role of Curriculum, English competency, Students Facilities, Faculty quality and Fee Remission. For this key purpose, primary data was collected by respondents via self-administrative questionnaire. Following econometric models have entertained to expose actual phenomenon: Reliability test was taken to test the consistency among the questions; descriptive statistics were used to determine the data visualizing and data normality; a correlation matrix was applied to quantify individual significance; the linear regression model was used to examine the per-unit and overall volatility in the model; mediation regression test was used for diagnosing the mediation effect and sobal test was used for robustness check of the mediation effect. The result indicates that the previous academic performance of students and the current academic performance of students have positively associated. Moreover, the consequences have acknowledged that the partially mediation effect of curriculum, English competency, Student facilities, Faculty quality and fee remission. This research study will be supported to the university administration for creating novel-legislation concerning uplift the academic performance of students.
... Interestingly, work/ life balance in institutions of higher education has become more difficult in the past decade. It has led to poor productivity, job dissatisfaction, faculty turnover from a lack of resource, support, and institutional pressures to perform (Johnsrud, 2002). Prior studies also linked WFC with similar negative career outcomes including low job satisfaction, low job commitment, and intentions to leave the career or institution (Gillespie et al., 2001;Rosser, 2005). ...
The authors of this study investigated a model of the predictive connections between work-family conflict (WFC), family-work conflict (FWC), burnout, career commitment, and job satisfaction in higher education institutions. The Conservation of Resources (COR) theory is adopted to explain and confirm the links between WFC, FWC, burnout, and career commitment in a sample of 213 faculty members. Findings revealed that WFC and FWC had a positive effect on job burnout. Burnout was also found to be a negative predictor of both career commitment and job satisfaction. Lastly, job satisfaction positively predicted faculty members' career commitment. Implications for practice and future research recommendations for faculty and administrators are also discussed.
... لرض ا دميبط جببمعة يس لتدر ا هيئة أعضبء لدى لوظيفي ا ب املتغريات ببعض وعالقته (Green, 2000: 4) الدراسة مصكلة لزكي ا لفتبح ا عبد أمحد د. & محبد بور شبه وحيد د. (Johnsrud & Rosser, 2002) (Johnsrud, 2002: 380) (Smerek & Peterson, 2007: 230) (Johnsrud, 2002: 393) لرض ا دميبط جببمعة يس لتدر ا هيئة أعضبء لدى لوظيفي ا ب املتغريات ببعض وعالقته (Rosser, 2005) (Greenberg & Baron, 2000:149) لرض ا دميبط جببمعة يس لتدر ا هيئة أعضبء لدى لوظيفي ا ب املتغريات ببعض وعالقته (Greenberg & Baron, 2000:151) Stacey Adams inputs outcomes (Luthans, 2008:179-181) underpayment inequity overpayment inequity (Greenberg & Baron, 2000:134,144) striving work motivation underpayment overpayment (Luthans, 2008: 181) حمددات ا الرضا لوظيفى Culture, climate, and contribution: career satisfaction among female ...
... While various studies and reviews on indicators of job morale in health care professionals have included data from LMICs, previous reviews have not drawn together results from multiple LMICs while addressing the multifaceted nature of job morale. 2,12,[24][25][26][27] Previous reviews also included all health care staff in LMICs 9,25,28,29 and did not distinguish between staff who have completed training and those who are still in training, even though job morale levels are associated with professional group and training status. 9,16,[30][31][32] In previous research, job burnout, job satisfaction, and job motivation levels were different depending on whether the service was private or public 33-35 ; therefore, the setting must also be considered. ...
Importance
Improving health care in low- and middle-income countries (LMICs) requires a workforce with positive job morale. However, the level of job morale in this population remains unclear.
Objective
To analyze studies measuring the job morale of physicians and dentists working in LMICs, using levels of job burnout, job satisfaction, and job motivation as indicators of job morale.
Data Sources
A comprehensive search of Scopus, PubMed, PsycINFO, EMBASE, Web of Science, and the Cochrane Library, from database inception to October 30, 2018, and gray literature was performed.
Study Selection
Studies were eligible if at least 50% of the sample were qualified physicians and/or dentists working in public health care settings in LMICs. Three indicators of job morale in this population were used: job burnout, job satisfaction, and job motivation. Of 12 324 records reviewed, 79 studies were included in the systematic review and 59 were eligible for the meta-analysis.
Data Extraction And Synthesis
Data were extracted independently by several investigators in accordance with the Meta-analyses of Observational Studies in Epidemiology (MOOSE) reporting guidelines. Random-effects meta-analyses, planned subgroup analyses, and metaregression were performed. The Quality Assessment Tool for Observational Cohort and Cross-Sectional Studies was used to assess bias.
Main Outcomes and Measures
Levels of job burnout, job satisfaction, and job motivation as indicators of job morale.
Results
Overall, 12 324 records were identified. Of them, 80 records, representing 79 studies and involving 45 714 participants across 37 LMICs, met the inclusion criteria for the review; however, only 3 were from low-income countries. In 21 studies with 9092 participants working mainly in middle-income countries, 32% (95% CI, 27%-38%; I² = 95.32%; P < .001) reported job burnout, and in 20 studies with 14 113 participants, 60% (95% CI, 53%-67%; I² = 98.21%; P < .001) were satisfied with their job overall. Sufficient data were not available for a meta-analysis of job motivation.
Conclusions and Relevance
The findings suggest that, among physicians and dentists working mainly in middle-income countries, more than half reported having positive job morale. Positive job morale among physicians and dentists may help with recruitment and retention and thus support programs for improving health care in LMICs.
... The core educational quality explains the learning process and procedures that they gathered form the instructor, conferences and class [41]; [43]. Rust & Oliver, 1994 [44] proposed that the overall perception of service quality is based on a student's evaluation of three dimensions of the service interface: product, delivery, and environment. ...
Higher education frameworks in numerous nations have extended drastically to meet growing economic and social needs. Educational policies, structures and practices have been essentially affected by globalization. Some of these progressions have been driven by financial forces, while others have been driven by political, technological, and social powers. Globalization's effect on education has brought on a reconsidering of numerous ranges in education, including its purpose, structure, pedagogy, content, instructional methodology, and outcomes assessment. The study aims to investigate the casual relationship between service quality and student behavioral intention, as well as, the mediating effect of student happiness. In the current study, the researcher adopted the quantitative technique (using questionnaire method) to achieve the research aim. SPSS25 and Smart PLS3 are implemented for data analysis. The results revealed that higher education service qualities; and student happiness, have a positive effect on student behavioral intention. In addition, student happiness mediates the relationship between higher education service quality and student behavioral intention. Theoretical and practical implications are introduced as well as suggestions for future research.
... Later, QWL had become important for the work environment, job satisfaction, work-related behaviours and commitment among organisations. Past researches prove that QWL plays a vital role in generating the willingness among employees to stay in an organisation and cultivating a positive attitude towards the job and organisation (Greenhaus et al., 1978;Johnsrud, 2002;Beaudoin and Edgar, 2003;Saraji and Dargahi, 2006). Different authors have given different statements regarding commitment, i.e., OC is a psychological commitment of employees where employees attach themselves to the organisation with long-term loyalty (Allen and Meyer, 1990;Burris et al., 2008;Mowday et al., 2013;Sajjad and Abbasi, 2014). ...
... A substantial increase in the number of nonacademic staff employed by universities across the world has been recently reported (Larkins, 2014). There has been little attention paid to the working experience of nonacademic staff (Johnsrud, 2002), but there do appear to be differences between the two staff groups as regards experience of working in the university sector, as indicated for example in an Australian study wherein 74% of nonacademic staff reported overall job satisfaction, but only 61% of academic staff reported overall job satisfaction (Winefield et al., 2003). UK academic staff surveys have also increasingly reported increases in teaching loads and fears concerning job security alongside reductions in job satisfaction for academics (Metcalf, Rolfe, Stevens, & Weale, 2005;Tytherleigh et al., 2005). ...
While academic jobs generally provide a good degree of flexibility, academics also tend to work extra hours which can then lead to a poorer work-life balance. In this study, we compare academic versus nonacademic staff and anticipate that academics will generally report a poorer quality of working life, a broad conceptualization of the overall work experience of employees. Second, we investigate whether the negative relationships between being an academic and quality of working life variables are made worse by working extra hours, and moderated by the perception of having a balanced work-life interface. Our sample consisted of 1,474 academic and 1,953 nonacademic staff working for 9 higher education institutions (HEIs) in the United Kingdom. Data were analyzed via structural equation modeling. Results showed that academics tend to report a poorer quality of working life than nonacademics within HEIs, and this is exacerbated by their higher reported number of extra hours worked per week. The work-life balance of employees was found to moderate the negative relationships between academics (vs. nonacademics) in variables such as perceived working conditions and employee commitment. We additionally found curvilinear relationships where employees who worked up to 10 extra hours were more satisfied with their job and career and had more control at work than those who either did not work extra hours or worked for a higher number of extra hours. These results extend previous research and provide new insights on work-life balance among academics and nonacademics, which in turn may be relevant for the well-being practices of HEIs and wider HE policymaking.
... Rothmann and Barkhuizen [4] found that burnout was more pervasive in educational occupations. With regards to University teaching staff, many causes have been identified as being associated to burnout syndrome: increasing number of demands from students, parents and university management lecturers, work related demand of meeting up deadline given to compile, processing of results, raising the standard to meet-up with new goals to compete with other universities [6,7]. Caputo [8] identified ten work related causes of burnout which are common to staff in teaching profession and they include: "lack of professional autonomy, dealing with the public, conflicts, ambiguity of role, decreased opportunities for personal accomplishment, inadequate positive feedback, lack of control over library operations, no-win situations, continuous heavy workload and stressors in the physical environment". ...
Objectives.-This study aimed to evaluate the epidemiology of burnout syndrome among university teaching staff in Cameroon; and to establish if the practice of physical activities and leisures could have preventive effect. Methods.-A cross-sectional study using a self-administered questionnaire on socio-demographic characteristics , socio-professional conditions, Maslach Burnout Inventory-Educator Survey (MBI-ES) to evaluate burnout syndrome, and Ricci-Gagnon metrics to assess level of physical activities practice among grades of teaching staff, in the various faculties of the University of Douala, Cameroon. Results.-Three hundreds and three teaching staff members aged 43 ± 7 years were included (69% males). The prevalence of burnout syndrome was 68%, distributed within the three dimensions as follows: emotional exhaustion (15.2%), depersonalization (32.1%) and loss of personal accomplishment (22.1%), with 57% low level, 38% moderate and 6% severe. Burnout affected respectively 55.4% lecturers , 38.3% senior lecturers and 6.3% professors. Burnout was significantly associated with poor working conditions (P = 0.0001), unsatisfactory salary (P = 0.0001), part time teaching in private university institutions (P = 0.027), sensation of strenuous job (P = 0.002), conflict with colleagues (P = 0.028), sedentariness (P = 0.007). Sport and physical activities showed significant protective effect against burnout (P = 0.004), the same with leisures (P = 0.016). Conclusion.-The prevalence burnout syndrome is high among university teaching staff in Cameroon. The practice of sport and physical activities and leisures has a protective effect against burnout syndrome. © 2018 L'EncéphaleEnc´Encéphale, Paris. Mots clés : Syndrome de burnout Epuisement professionnel Enseignant d'université Activités physiques et sportives Loisirs r é s u m é Contexte/Objectifs.-La demande de services de qualité supérieure a augmenté avec la mondialisa-tion en cours dans le monde entier. L'environnement socioéconomique est devenu plus compétitif et exigeant en termes de résultats et de performance. Ces exigences exposent les travailleurs à des vulnérabilités en termes de santé au travail, tels que le stress et le burnout encore connus comme syndrome d'épuisement professionnel. Certaines investigations ont rapporté que le burnout est maintenant largement répandu dans plusieurs secteurs ou corps professionnels comme les travailleurs sociaux, les P.T. Moueleu Ngalagou et al. / L'Encéphale 45 (2019) 101-106 conseillers, les enseignants, les infirmières, les laborantins, les orthophonistes, les ergothérapeutes, les médecins, les dentistes, les policiers et gardiens de prison, les hôtesses de l'air, et même les ménagères et les étudiants. Nous avons émis l'hypothèse que l'université de Douala, avec environ 6000 étudiants à son ouverture en 1993, et comptant 45 306 étudiants avec seulement 771 enseignants en 2017, soit un ratio de 58 étudiants/01 enseignants, sans infrastructures académiques adéquates, les enseignants pourraient être exposés au burnout. Comme des études ont trouvé et rapporté des effets bénéfiques préventifs, protecteurs et même thérapeutiques des activités physiques sur de nombreuses affections et syndromes comme les maladies cardiovasculaires, le diabète, les fonctions cognitives et mentales, le syndrome métabolique, les cancers, le stress, la dépression, le vieillissement, la démence, nous avons secondairement émis l'hypothèse que les activités physiques pourraient avoir le même effet bénéfique sur le personnel enseignant universitaire exposé à l'épuisement professionnel. Cette étude avait pour but d'évaluer l'épidémiologie du burnout syndrome chez les enseignants d'universités au Cameroun ; et d'établir si la pratique d'activités physiques et de loisirs peut avoir un effet préventif. Méthodes.-Étude transversale utilisant un questionnaire auto-administré avec quatre sections sur (a) les caractéristiques sociodémographiques, notamment : l'âge, le sexe, l'état matrimonial, la distance au lieu de travail, la durée du déplacement domicile-lieu de travail ; (b) les caractéristiques socioprofessionnelles et les conditions de travail, notamment : la spécialité, l'ancienneté, le grade, les conditions de travail, le nombre de cours dispensés, le nombre de niveaux enseignés, le nombre de thèses supervisées par an, le nombre d'heures consacrées à des tâches administratives par semaine, nombre d'heures de cours donnés en parallèle dans les instituts universitaires privés, le nombre de weekends libres par mois, le nombre de jours de vacances par an, la perception du travail, les conflits professionnels ; (c) le psychomètre Maslach Burnout Inventory-Educators Survey (MBI-ES), pour évaluer le burnout syndrome dans ses trois dimensions : épuisement émotionnel (EE), dépersonnalisation (DP), perte d'accomplissement personnel (PAP) ; et (d) le questionnaire de Ricci-Gagnon, qui évalue le niveau de pratique des activités physiques et classe les participants comme inactifs, actifs ou très actifs. Résultats.-Au total, 303 enseignants âgés de 29 à 62 ans (43 ± 7 ans) ont été inclus (69 % des hommes). La prévalence du burnout était de 68 %, répartis dans les trois dimensions comme suit : épuisement émotionnel (15,2 %), dépersonnalisation (32,1 %), perte d'accomplissement personnel (22,1 %), avec 57 % de faible niveau, 38 % modéré et 6 % sévère. Le burnout a affecté 55,4 % d'enseignants assistants, 38,3 % de maîtres-assistants et 6,3 % des professeurs. Le burnout était significativement associé aux mauvaises conditions de travail (p = 0,0001), au salaire insatisfaisant (p = 0,0001), aux vacations dans les institutions universitaires privées (p = 0,027), à la sensation de travail pénible (p = 0,002), aux conflits avec les collègues (p = 0,028), à la sédentarité (p = 0,007). La pratique des activités physiques a montré un effet protecteur significatif contre le burnout (p = 0,04), de même que les loisirs (p = 0,016). Conclusions.-Le syndrome de burnout a une prévalence élevée chez le personnel enseignant universitaire au Cameroun avec plusieurs facteurs associés. La pratique des activités physiques et de loisirs a un effet protecteur contre le syndrome d'épuisement professionnel. L'Asthénie, les douleurs dorsales, les maux de tête, la méfiance, l'irritabilité, sont les cinq premiers symptômes.
... When quality of work life literature is researched, as one of the first occupations that comes to mind, health staff is regarded a subject which is studied more on when examined in terms of working conditions, risks it contains and performances of professionals. Johnsrud (2002) divides the studies into three main groups which he researches about quality of work life in his scientific journal. The ones in the first group are studies defining and explaining studies, in the second group factors that affect quality of work life and in the last group explaining the behavioural results. ...
... Senada dengan itu, Department of the Army (1983) mengartikan semangat kerja sebagai kondisi mental, emosional, dan spiritual seseorang yang membuat orang tersebut merasa bahagia, penuh pengharapan, penuh percaya diri, dan tidak depresi. Sedangkan Johnsrud (2002) mengartikan semangat kerja sebagai tingkat kesejahteraan yang dialami oleh seseorang atau sekelompok orang terkait pekerjaan yang dilakoni. ...
This article's main focus was the work-life balance among faculty with designations in a few higher education institutions in the Philippines. It also looked into whether there were appreciable variations in the participants' work-life balance and personal and professional profiles. A survey questionnaire was used to gather the information. The study's main conclusions showed that the participants showed great work-life balance. They had no discernible disparities between their personal and professional profiles. According to the study's findings, the participants acknowledged practicing ongoing work-life stability to a significant degree. Responsibilities in life are impacted by the quality of one's job life. It can enhance both the individual's personal and professional lives.
In the conditions of changing work culture, development of new technologies and socio-cultural requirements, we are witnessing the blurring of the boundaries of work and life. For example, less research can be found in the field of family studies that is not explicitly or implicitly affected by work and its demands. This research-focusing on knowledge occupations and their specific requirements-was conducted on the faculty members of the Institute for Humanities and Cultural Studies. The research began by examining a model that included two-way relationships with both negative and positive aspects of people's work life interface. Continuous mental engagement, multiplicity and diversity of work roles, spillover of negative / positive work / family attitudes, demanding family responsibilities, family support and caring, and improving life skills were the components of this model. Then a questionnaire containing the indicators of this framework was developed and distributed among the statistical sample. The model tested by structural equation modeling and PLS software and after deleting the items with low factor loading, the model was confirmed. Statistical tests of one sample, two samples and analysis of variance determined the current state of work life interface of faculty members based on demographic characteristics. The results of this part of the research showed that the average of work life conflict and at the same time, work life enrichment in the faculty members of the research institute is above the average level. Work life enrichment was significantly higher in women than men. Finally, the average level of work life conflict in assistant professors was higher than associate professor and professor. Summarizing the results of the study showed the emergence and occurrence of both positive and negative aspects of work and life relationships in academics.
The traditional model of a university is gradually being metamorphosed into a corporate model that brings forth certain problems, alongside numerous solutions. In such circumstances, establishing and maintaining a culture of trust is the foundation of constructing a positive psychological contract between the organization and its employees. In such circumstances, establishing and maintaining the culture of trust in the academy’s commitment to the traditionally defined mission of building and disseminating knowledge aimed at improving, training, and educating the most important potential of the society – people are the foundation of constructing a positive psychological contract between teachers and higher education institutions. The psychological contract represents mutual expectations that the parties in this relationship do not have to be fully aware of, but which, nevertheless, guide their mutual behavior. It is an implicit agreement between the academic staff and the higher education institution specifying what each party in this relationship expects to offer but also receives in return. Since research on psychological contracts in the academic work environment is very rare, and the concept itself is relatively new and unexplored in the Bosnian context in general, this paper first sought to determine which factors may be related to the violation of psychological contracts in the academic context. The results suggest that a lower organizational performance of the higher education organization, lower academic staff member performance, as well as a lower level of formalization of the process of organizational socialization of newly-hired academic staff, lead to a higher perceived psychological contract breach. Findings also suggest that the implicit communication of the mutual expectations between the faculty/academy and the academic staff leads to a greater perceived psychological contract breach. The paper offers certain recommendations to higher education institutions for the establishment and preservation of a positive psychological contract in the academic context and the prevention of avoidable psychological contract breaches.
Previous research has overlooked university employees' dual working student role as a potential antecedent to altered job perceptions. Therefore, a causal-comparative, quantitative study was conducted to examine how enrollment affects the job satisfaction, role conflict, and role ambiguity of non-instructional university staff. The researcher tested demographic variables, such as age, gender, racial identity, parental status, marital status, and years of service to determine if they moderated the relationship between enrollment and job perception. Among the 811 full-time university staff members who participated, 197 were enrolled as students and 614 were not enrolled. Participants completed the Measure of Job Satisfaction, the Revised Role Stressor Scales, and a demographic questionnaire administered through an online platform. Without considering demographic variables, no multivariate differences existed between students and non-students, but univariate tests indicated students were more satisfied with their jobs than non-students. Of the six demographic variables, only marital status had a moderating effect on the relationship between enrollment and the dependent variables. Specifically, married students were more satisfied with their jobs than married non-students, but single and dating students were less satisfied than single and dating non-students. After controlling for marital status, students showed higher levels of role ambiguity than non-students. No significant effects were found for role conflict. The study concluded that enrollment does affect role ambiguity and job satisfaction among certain employees. With this knowledge, considering the singular influence staff have on the operations of a university (Farrell, 2009), administrators should consider accommodations such as working lunches, a student-employee organization, and a specialized orientation for working students to better support staff who want to continue their education. Future researchers may consider testing different moderators or using a qualitative approach that may provide insight into lived experiences of the working student. The latter approach may explain differences found in the study.
The purpose of this study is to examine the influence of human resource management (HRM) practices on the outcomes of HRM in polytechnics and non-university private higher educational institutions (PHEI) in the southern region of West Malaysia. HR practices consist of staff selection, training and development, career planning and development, performance appraisal, rewards, safety and health, and workers relation. HRM outcomes include attitude, skills, and behaviour. The research is based on a sample gathered from four polytechnics and 23 PHEIs in the southern region of West Malaysia which are Negeri Sembilan, Malacca, and Johore. This survey used questionnaires as its main instrument and is conducted on 694 respondents for three groups of employees; managers, academicians dan supporting stafs using stratified random sampling technique. A significant positive correlation was noted between HRM practices and HRM outcomes. Partial correlation analysis suggested controlling for attitude responding had great effect on the strength of the relationship between HR practices and staff behaviour and skills. Based on step wise multiple regression analysis, findings indicated that the total variance explained by HRM practices as a whole was 61.4 percent in polytechnics’ employees attitude and 63.5 percent in PHEIs’ employees attitude. Based on MANOVA analysis, findings indicated the differences in the perception of polytechnics’ staff and PHEIs’ staff with regards to staff selection and, training and development practices. There were differences in the perception among group of employees with regards to staff selection practice and skill. There were also differences in the perception of male and female with regards to rewards and attitude. The implications of these findings suggest that HRM practices can elevate the positive attitude among employees, hence increase the skill dan behaviour needed to achieve organisation’s objectives.
en The study examines the relationship between Quality of work life (QWL) and job performance among the faculty of technical institutions in the state of Punjab, India. Data collected from a sample of 445 respondents through a structured questionnaire have been put to data analysis with the help of the Statistical Package for the Social Sciences (SPSS 20). Four factors that are associated with QWL (i.e., management policies, fair pay, work environment, and job design & social space) have been identified through Exploratory Factor Analysis (EFA). Subsequently, the relationship between the identified factors of QWL and job performance is modelled through Partial Least Squares Structural Equation Modelling (PLS‐SEM). The results infer that all four factors of QWL have a substantial association with job performance of the faculty. The study puts forward improvement in the level of existing institutional measures to ensure a superior QWL and improved performance of faculty in the technical education sector.
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de fJ; nfXn?B ftZu gzikp (Gkos) dhnK seBheh;z;EktK ftZu ezw eo ojh c?ebNh dh Quality of Work Life (QWL) ns/ B"eoh dh ekor[iakoh d/ ftueko;pzX dh gVskb ehsh rJh j? fJZe structured gq;aBktbh d[nkok 445 c?ebNh w/?poK s'A fJeZm/ ehs/ nzefVnK dk Statistical Package for Social Sciences (SPSS 20) dh;jkfJsk Bkb ft;ab/;aD ehsk frnk j? QWL Bkb i[V/ uko ekoe fit/ fe gqpzXB BhshnK,;jh sBykj, ezw d/ tksktoD ns/ B"eoh d/ fviakfJB s/ ;wkfie fwbtosD dh gSkD Exploratory Factor Analysis (EFA) d[nkok ehsh rJh j? fJ; s'A fJbtk QWL d/ gSkD/ ekoeK ns/ B"eoh dh ekor[iakoh d/ ftueko;pzX Partial Least Squares‐Structural Equation Modeling (PLS‐SEM) d[nkok wkvb ehsk frnk j? Bshi/ fJj do;kT[Ad/ jB fe QWL d// uko// ekoeK dk c?ebNh d/ ezw dh ekor[iakoh Bkb wjZstg{oB;pzX j? fJj nfXn?B seBheh f;Zfynk d/ y/so ftZu T[Zsw QWL ns/ c?ebNh dh fpjso ekor[iakoh B{z:ehBh pDkT[D bJh w"i{dk;z;Ekrs T[gktK d/ gZXo ftZu j'o;[Xko eoB d/ ;[Mkn g/;a eodk j?
In 1857, the first university , 'University of Calcutta' was formed. In 1953, UGC was inaugurated. At present, there are around 800 universities, approximately 50,000 colleges and more than 15 lakhs teaching professionals in India. The objective of the study is to analyze the teaching faculty's rating on work life balance. According to the CEO of worklifebalance.com, Jim Bird,' Work-life balance is not a term to define the equal balance between personal life and professional life. It is a synchronization of an individual's various passions include career, family, social obligations, work, leisure, health, and spirituality. The life of academicians should be balanced in all means because the impacts of their life reflect the attitude of students. The questionnaire used in this study is developed by Elaine St. James in 1994. The researcher has selected 300 respondents as sample size. The respondents are the private engineering college faculties from Bangalore. The researcher has used convenient sampling method to select the sample. The tool used for data collection is questionnaire method. The researcher personally collected the questionnaire among the respondents and they were informed to answer the question according to the instruction given in the questionnaire. The work-life balance aspects of high income group are much better than moderate and low income group. Low income group feel much pressurized than high income group. Lack of experience in the field and fear of job security made them to be stressed. Experienced faculties manage their life well while compare with less experienced faculties, as the experienced have to spend less hours for preparation and they can manage the students according to the situation.
Objectives
To systematically review the available literature on physicians’ and dentists’ experiences influencing job motivation, job satisfaction, burnout, well-being and symptoms of depression as indicators of job morale in low-income and middle-income countries.
Design
The review was reported following Preferred Reporting Items for Systematic Reviews and Meta-Analyses guidelines for studies evaluating outcomes of interest using qualitative methods. The framework method was used to analyse and integrate review findings.
Data sources
A primary search of electronic databases was performed by using a combination of search terms related to the following areas of interest: ‘morale’, ‘physicians and dentists’ and ‘low-income and middle-income countries’. A secondary search of the grey literature was conducted in addition to checking the reference list of included studies and review papers.
Results
Ten papers representing 10 different studies and involving 581 participants across seven low-income and middle-income countries met the inclusion criteria for the review. However, none of the studies focused on dentists’ experiences was included. An analytical framework including four main categories was developed: work environment (physical and social), rewards (financial, non-financial and social respect), work content (workload, nature of work, job security/stability and safety), managerial context (staffing levels, protocols and guidelines consistency and political interference). The job morale of physicians working in low-income and middle-income countries was mainly influenced by negative experiences. Increasing salaries, offering opportunities for career and professional development, improving the physical and social working environment, implementing clear professional guidelines and protocols and tackling healthcare staff shortage may influence physicians’ job morale positively.
Conclusions
There were a limited number of studies and a great degree of heterogeneity of evidence. Further research is recommended to assist in scrutinising context-specific issues and ways of addressing them to maximise their utility.
PROSPERO registration number
CRD42017082579.
This paper offers direction and guidance to help departments develop fair and equitable search, evaluation, and retention strategies for their faculty. Included is how to attract a diverse candidate pool and successfully recruit diverse candidates. In addition, the paper provides guidelines about evaluating faculty members, emphasizing the need for formative evaluation that offers faculty ample opportunities, resources, and support systems for improving their performance before any summative evaluations administered by a department or college. Finally, the paper presents retention stratagems as guidelines to help departments support and retain their high-quality faculty members. Achieving the goals of recruitment, retention, and advancement requires the involvement and leadership of university officers, school deans, department chairs/heads, and faculty.
Abstrak
Tujuan penelitian adalah untuk mendeskripsikan pengaruh motivasi dan semangat kerja terhadap kinerja guru sekolah dasar (SD) di distrik Mindiptana, Papua. Untuk mencapai tujuan tersebut, kami menerapkan pendekatan penelitian kuantitatif dengan rancangan penelitian survey. Dua rumusan masalah yang menuntun pelaksanaan penelitian ini adalah: (a) apakah motivasi kerja berpengaruh secara positif dan signifikan terhadap kinerja guru SD di distrik Mindiptana, Papua? dan (b) apakah semangat kerja berpengaruh secara positif dan signifikan terhadap kinerja guru SD di distrik Mindiptana, Papua? Tiga angket kuantitatif disebarkan kepada 63 guru yang sudah ditetapkan sebagai responden. Responden diambil secara purposif dari seluruh guru SD di distrik Mindiptana yang berjumlah 78 orang. Data penelitian dianalisis secara kuantitatif menggunakan teknik analisis regresi linear sederhana dengan bantuan software Statistical Package for the Social Sciences (SPSS) version 16 for windows. Hasil analisis data menunjukkan bahwa motivasi dan semangat kerja berpengaruh positif dan signifikan terhadap kinerja guru SD di distrik Mindiptana, Papua. Hasil penelitian ini menjadi catatan serius bagi kepala sekolah dan kepala dinas pendidikan pada level pemerintah daerah untuk meningkatkan kinerja guru melalui berbagai upaya pemberian motivasi dan semangat kepada para guru sekolah dasar di distrik Mindiptana, Papua.
Kata Kunci: motivasi kerja, semangat kerja, kinerja, guru, sekolah dasar.
Abstrak Tujuan penelitian adalah untuk mendeskripsikan pengaruh motivasi dan semangat kerja terhadap kinerja guru sekolah dasar (SD) di distrik Mindiptana, Papua. Untuk mencapai tujuan tersebut, kami menerapkan pendekatan penelitian kuantitatif dengan rancangan penelitian survey. Dua rumusan masalah yang menuntun pelaksanaan penelitian ini adalah: (a) apakah motivasi kerja berpengaruh secara positif dan signifikan terhadap kinerja guru SD di distrik Mindiptana, Papua? dan (b) apakah semangat kerja berpengaruh secara positif dan signifikan terhadap kinerja guru SD di distrik Mindiptana, Papua? Tiga angket kuantitatif disebarkan kepada 63 guru yang sudah ditetapkan sebagai responden. Responden diambil secara purposif dari seluruh guru SD di distrik Mindiptana yang berjumlah 78 orang. Data penelitian dianalisis secara kuantitatif menggunakan teknik analisis regresi linear sederhana dengan bantuan software Statistical Package for the Social Sciences (SPSS) version 16 for windows. Hasil analisis data menunjukkan bahwa motivasi dan semangat kerja berpengaruh positif dan signifikan terhadap kinerja guru SD di distrik Mindiptana, Papua. Hasil penelitian ini menjadi catatan serius bagi kepala sekolah dan kepala dinas pendidikan pada level pemerintah daerah untuk meningkatkan kinerja guru melalui berbagai upaya pemberian motivasi dan semangat kepada para guru sekolah dasar di distrik Mindiptana, Papua.
Kata Kunci: motivasi kerja, semangat kerja, kinerja, guru, sekolah dasar.
The present study used structural modeling to explore the relationships among women and minority faculty's professional role interests and satisfactions, the "fit" of these interests and satisfactions with institutional values and expectations, and overall job satisfaction.
To what extent do differences in regulatory climate among states influence the satisfaction levels of campus managers? This study first measures the financial, personnel, and academic dimensions of state regulation, and examines the extent to which university and state characteristics have an effect on the regulatory climate and administrative flexibility granted to campuses. Second, the research analyzes the dimensions of managerial satisfaction and tests the hypothesis that the state's regulatory climate exercises an influence on the satisfaction levels of managers who are in functional areas impacted by state control. An array of organizational, individual, and work climate variables is used as controls. Atmospheres of administrative teamwork and interpersonal stress appear to exert the strongest positive and negative influences on administrative satisfaction.
Do administrators in public higher education experience different levels of job satisfaction than their counterparts in the private sector? Drawing upon the management, higher education, and public administration literature, this study examines a comprehensive array of national data on university characteristics, state characteristics, and administrative satisfaction. Previous analyses have explored the relationship of state regulation to administrative satisfaction in public higher education. However, there are few studies in higher education or public administration that have explored the differences in job satisfaction between the public and private sectors. We find that the hypothesized public/private differences are limited only to satisfaction with extrinsic rewards, and even these differences disappear when all relevant variables are controlled for in a regression analysis. In both sectors, job satisfaction is most consistently linked to work environments characterized by teamwork and low levels of interpersonal conflict.
The systemic changes facing postsecondary institutions today pose a threat to the quality of academic programs unless new faculty can be successfully attracted and retained. To be more competitive in the recruitment and retention of faculty, a better understanding is needed of the adjustment experiences of newly hired faculty. Our study examined the adjustment of new hires at the point of entry into their institutions using research productivity as one indicator of adaptation. It was expected that perceived personal control, age, gender, and type of institution would relate to research productivity. At the beginning of their first and second year, newly hired faculty in three different types of postsecondary institutions responded to a comprehensive questionnaire concerning their initial adjustment experiences. A path analysis indicated both direct and indirect linkages between the independent variables of interest and research productivity. Substantial direct paths were found between the institution type and research productivity, specifically for the research I and liberal arts/comprehensive institutions, and to a lesser degree, between age and research productivity. Age, the research I university, and the liberal arts/comprehensive universities had direct effects on two measures of perceived control and were linked indirectly to research productivity via perceived control. Perceived control resulting from the personal qualities of the faculty members was instrumental to research productivity, whereas perceived control resulting from activities initiated by faculty members were not related to productivity. Surprisingly, gender was not related to research productivity through either direct or indirect paths. If the adjustment of newly hired faculty is viewed in terms of research productivity, then these results suggest that perceived control, the milieu of research-oriented institutions, and age (to a limited extent), are important predictors of faculty performance.
This study examined the relationships among work and nonwork satisfaction, interdomain conflict, and life satisfaction in a sample of research university faculty in the first and third year of their academic appointments. Findings indicated that balance and conflict variables explained a unique portion of the variance in life satisfaction beyond that explained by job satisfaction and nonwork satisfaction. In addition, the influence of job satisfaction on life satisfaction decreased over time, while that of nonwork satisfaction increased.
The presence of work-related stress and strain is viewed as a serious concern for faculty, particularly newer and female faculty. The present study examined differences in levels of occupational stress and personal strain experienced by new and experienced female and male faculty. Factors affecting the stress-strain relationship were also examined. There were no significant differences on measures of stress or strain between male and female faculty or between new and more experienced faculty members. Role overload and avoidant coping were significant predictors of strain measures with hardiness and responsibility for home-centered tasks accounting for variance in some, but not all, of the strain measures. Results on the negative impact of role overload and avoidant coping on measures of personal strain are consistent with the literature and suggest the need for promoting different coping strategies in the academic workplace as well as working with faculty to help them prioritize and balance their daily work loads.
The purpose of this study was to investigate the relationship between job-related stress and faculty intent to leave academia. The stress variables studied were reward satisfaction, institutional/departmental reputation, time commitment, departmental/institutional influence, and student interaction. We hypothesized that the relationship between these variables and faculty intent to leave academia would be moderated by interest in one's discipline and sense of community — an institutional fit variable. We also investigated the effects of academic discipline, tenure status, and gender on these relationships. Based on data from a national faculty survey of 3,070 full-time tenure-track faculty, results indicated that of the variables studied, the two major correlates of intent to leave academia were time commitment and sense of community; however, time commitment did not moderate the stressor-intent relationship. Though showing significant zero-order correlations with intent, when gender and tenure status were added to the hierarchical regression analyses containing the stressors and moderators, neither variable contributed meaningfully to the prediction of intent. Academic discipline classification (Biglan, 1973) contributed only 2% to explained variance. A prediction model that contained all stressors, both moderators, and the background variables of gender and academic discipline accounted for 25% of the variance in intent to leave academia.
Pressures on colleges and universities have spawned numerous studies to improve our understanding of faculty and their worklives, including examinations of faculty satisfaction, morale, motivation and productivity, reward, and retention and turnover. In response to external pressures for improved accountability in higher education, institutional leaders seek to identify outcome measures and generate benchmarks that can be used to assess change over time. The purpose of this study is to propose a structural model of faculty worklife and to test its generalizability by examining possible differences in the model across three cross-sectional samples of probationary faculty at a major research university. Identified trends in faculty perceptions about their worklife over time can be used as benchmarks to aid institutions in retaining faculty by monitoring and improving aspects of their worklives.
This essay examines (a) the causes of growth, elaboration and differentiation in middle-level collegiate administration; (b) the roles and status of mid-level administrators; and (c) the functions of national occupational associations in the professional lives of these campus officials. It is based on data gathered in an extensive search and analysis of the literature, a survey research questionnaire, and structured interviews with more than two hundred administrators, faculty, and search committee chairpersons at twenty colleges and universities of different sizes and types.
The metaphor “lords, squires, and yeomen” represents a conceptual model for understanding the roles and prospects of mid-level collegiate administrators: they are in the center of a status hierarchy that permits only limited mobility. The effects of organizational size and complexity on middle-management functions, the way these functions are organized, and their specialized nature have much to do with the value dilemma of service for others versus control of activities which confronts collegiate administrators in both U.S. and European institutions.
The purpose of this study is (1) to advance our understanding of the quality of faculty worklife, morale, and intentions to leave at both the individual and institutional level, (2) to examine relationships among these three constructs, and (3) to determine the extent to which these relationships operate within or between faculty groups.
Deans serve as extensions of the presidency (through the provost) as well as extensions of the faculty. This situation puts them in situations confounded by ambiguity and conflict. This article focuses on the impact of role conflict and role ambiguity on deans and suggests policy implications that such findings hold for universities and the deanship.
This study developed an empirical construct for the term "morale," and applied the resulting structural model in an investigation of the impact of morale on administrators' reported intentions to leave their positions. The paper identifies three common sources of frustration in these administrators: the midlevel nature of their role; the lack of recognition for their contributions; and limited opportunity for career growth or advancement. It proposes a structural model of administrator intentions which includes morale as well as demographic and structural variables. A questionnaire covering these areas (as well as intent to leave, the dependent variable) was given to mid-level administrators (n=869) at a 10-campus university system. The morale component was comprised of three interrelated dimensions: institutional regard, mutual loyalty, and quality of work. The study found that perceptions of worklife and morale were individually held, as opposed to collective organizational perceptions; it also established the construct validity of the notion of "morale," and found that perceptions of organizational process (morale and worklife) explained the "intent" of midlevel administrators to leave their current position. Demographic and structural variables had only a limited effect on morale and intent to leave. (Contains 41 references.) (DB)
Career issues, educational concerns, and the professional, educational, and personal backgrounds of 2,896 senior college administrators were studied, with focus on the status of women and minorities. Women represented 20 percent of the sample; minorities, 8 percent. Women and minorities were largely registrars, librarians, and financial aid directors; men were largely presidents, chief business officers, and registrars. Of the 653 deans, 90 (13.8 percent) were women, and over half of the women deans were in the fields of nursing, home economics, arts and sciences, and continuing education. In addition, 5.5 percent of the deans were minorities. Men were more likely to hold new positions than women, and higher percentages of men held academic rank compared to women; 87.8 percent of male administrators were currently married, and 43.7 percent of the women were. Career mobility issues did not differ significantly for men and women, but slightly higher percentages of minorities and women were seeking a job change in comparison to whites and men. Minority respondents felt that major increases had taken place in their opportunities for professional advancement and personal autonomy. The greatest future concerns for both whites and minorities were student recruitment and retention. Minorities were more concerned about affirmative action than were whites, and both minorities and whites agreed that if fiscal matters deteriorated, athletics should be cut first. (SW)
This study examined workplace satisfaction, decision making and institutional participation of minority women faculty. Findings suggest minority women are somewhat satisfied with certain dimensions of the workplace but do perceive themselves to be excluded from institutional contexts that would promote their professional advancement. (BF)
The conceptual framework for this study was met expectations. The theory of met expectations tells us that if a new employee comes to the position with a realistic understanding of what the position entails, he or she is more likely to be satisfied with the work. Satisfied employees are more likely to be better performers. The search is unequivocal. Unmet expectations lead to job dissatisfaction and job dissatisfaction leads to numerous organizational problems. The predominant theme that emerged from thee interviews was that the participants did not have a realistic understanding of what is expected of a faulty member, and therefore, their expectations were unmet.
College and university faculty members have witnessed a marked change in institutional climate. Competition has replaced collegiality. Criticism of faculty from outside the university has increased in both volume and intensity. The litigious larger society has arrived on campus with a vengeance.
In this . . . volume, Robert Blackburn and Janet Lawrence respond to these developments by showing how faculty and administrators can benefit from learning how to make motivation, expectation, and satisfaction function in concert when faculty are at work. Blackburn and Lawrence explain and predict faculty behavior in 3 key areas: research, teaching, and service and scholarship. They describe how individual and institutional characteristics interact in a way that can help faculty fulfill their academic missions—or can prevent them from doing so.
The authors examine the crucial ways in which faculty and administrative views of the workplace differ—and how these differing views have serious implications for the work environment. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Using person environment-fit theory, stress measures were developed on 894 faculty, a subgroup of the 3,972 faculty in the 1988 NCRIPTAL national survey. Within three institutional groups, three fields of study (humanities, natural sciences, and social sciences), three research output variables, and eight moderating variables (singly and collectively) were correlated (direct and partials) with two measures of stress. The findings lend support to the theoretical model. The outcomes also show that moderate levels of stress can be appreciably and significantly mitigated by some selected personal variables. The environmental variables were generally ineffective in moderating the correlations between stresses and productivity. Sex differences exist. Research self-competence is a strong modifier for both sexes and is exceptionally potent for women.
I used variations of Astin''s involvement model to guide a study of four cohorts of women and minorities as new faculty: two groups from a comprehensive university and two of them from a research campus. The two least demanding levels of inquiry for both interviewer and interviewee—unstructured and structured—provided rich descriptions of disappointments, problems, and values that distinguished nontraditional new hires from a matched sample of white male newcomers. More demanding levels of inquiry and analysis—a New Faculty Faring Index with 20 rating dimensions and a repeated exercise in career mapping—distinguished successful and unsuccessful new faculty in ways that suggest reliable sequences of career fault lines and specific interventions to avoid them. Thus, the most useful interviews were the most involving. Involvement notions also predicted the outcome of new faculty experiences: women and minorities tended to be less effectively immersed in their campuses and in self-help actions than were white males, but nontraditional newcomers who managed the highest levels of involvement evidenced the most promise for successful careers.
A causal model is proposed and estimated to assess the relative influence of individual attributes, institutional characteristics, contextual-work environment variables, and multiple measures of job satisfaction on the intentions of faculty to leave their current institutions. Special attention is given to similarities and differences among variables in the model for tenured and untenured faculty. Regardless of tenure status, younger faculty, those at institutions that have experienced decline and that have more autocratic forms of governance, and those that have lower levels of organizational and career satisfaction are more likely to leave their institutions. Being a male, spending more time on research, and having a stronger record of scholarly productivity are positive influences on the intentions of tenured faculty to leave their institution, while salary satisfaction is an influential variable only for nontenured faculty. The research and policy implications of these findings are discussed.
Virtually every managerial book written lists and expounds upon the tasks, duties, roles and responsibilities of administrators. This paper reports a portion of the findings of the third phase of a study of Australian and U.S. academic department chairs in colleges and universities. In it, we seek to clarify how chairs in the two countries define the tasks that exemplify their role as chair. The driving question behind this inquiry is: Do academic department chairs, independent of country, define their tasks in the same way? And, if so, how might universities in both countries benefit from this knowledge?
Workplace stress has received a fair amount of treatment in the research literature over the past decade. What has not been examined, at least not systematically, is this same phenomena inacademe. Our study looked at stress among university faculty at a land-grant university located in the western region of the U. S. Analyses from the self-assessment mail survey (N = 786) reveals that faculty in the Hard Pure Nonlife (e. g., Astronomy, Math, Physics), Hard Applied Nonlife (e. g., Civil Engineering, Nuclear Engineering, Computer Science) and Soft Applied Life (e. g., Education Administration, Special Education) experience more stress than faculty in disciplines such as Hard Pure Life (e. g., Botany, Zoology) and Soft Pure Nonlife (e. g., English, Philosophy, Communications). Careful attention was paid to the different levels of stress reported by male and female faculty, with women professors reporting a higher level of stress than their male counterparts. We provide an assessment and explanation for this finding. Research ends with several proposals for individual faculty, department chairs and academic administrators for addressing the problem of workplace pressure and work overload.
As of January 1, 1994, the Amendments to the Age Discrimination in Employment Act eliminated mandatory retirement of college
faculty. This change allowed faculty to schedule their retirement in accordance to a personal timetable and not necessarily
by chronological age. This study proposes a conceptual model of faculty satisfaction as applied to three subgroups, defined
by the number of years until voluntary retirement from academe. Findings suggest the model to be moderately predictive in
determining the diverse proportions of factors for each group.
There is a need to hear the voices of student teachers as they grapple with the dilemmas during theor school experience brought about by their dual role as students and teachers. In this paper, the story of Roger is told and the issues raised in his story are highlighted through the contrast provided by a briefer presentation of Diane's story. The concept of personal practical knowledge and images of teaching are used to explore the perspectives of these two student teachers. The discussion focuses on differences in the dialogue in which each of the student teachers is involved. Suggestions are made that the dialogue during practice teaching should focus on self-awareness, that the process should be one of negotiation and re-construction and that a collaborative experience should be the primary aim.
University department chairs/heads in the United States and Australia function under increased uncertainty and stress: a diverse student population, funding shortages, demands for great quality, finding the upside to downsizing, and balancing academic/administrative roles. This paper examines the environmental pressures on academic department heads, suggests beneficial strategies that American and Australian chairs might learn from each other, and recommends ways in which department chairs might improve their functioning and reduce work-related stress.
The Review of Higher Education - Volume 22, Number 2, Winter 1999
This study identified the commonalities underlying the experiences of ethnic and racial minority faculty members at a predominantly white research university. Despite the heterogeneity of "minority" faculty, their common experiences included: (a) the bicultural stance they cultivated, (b) the ethnocentrism they perceived, and (c) the discriminatory behavior they experienced. This paper explores the usefulness of theories of race and ethnic relations in aiding understanding of the common experiences of those perceived as "other" by the dominant majority.
The present study examined the role of female/male wage differentials in a model of job satisfaction. Female/male wage differentials were initially derived in a manner designed to eliminate much of past discriminatory practices. Subsequently, wage differentials were incorporated in a causal model to predict multiple aspects of academic job satisfaction for female faculty. It was hypothesized that the magnitude of the gender-based wage differential not only affected global job satisfaction but also intentions to remain in the academy, perceived stress level, perceptions of collegiality, and perception of the institution among female faculty. The findings indicated that as gender-based wage differentials increased, global job satisfaction of female faculty decreased. This significant effect was manifested predominantly through faculty perceptions of the institution.
Evidence of substantial growth in unionization among university noninstructional staff over the past 20 years (Hurd and Woodhead, 1987) and the emergence of a quality movement in higher education linking employee attitudes toward the work environment with increased productivity point to the need for additional research into union and nonunion staff perceptions of the work environment. This paper describes a conceptually oriented, exploratory study of the university work environment as perceived and defined by union and nonunion noninstructional staff. Peer Reviewed http://deepblue.lib.umich.edu/bitstream/2027.42/43620/1/11162_2004_Article_423996.pdf
Race and Ethnicity in the American Professoriate Los Angeles: University of California, Los Angeles (UCLA), Higher Education Research Institute Effects of job-related stress on faculty intention to leave academia
- H Astin
- L B Barnes
- M O Agago
- W T Coombs
Astin, H. (1997). Race and Ethnicity in the American Professoriate, 1995–96. Los Angeles: University of California, Los Angeles (UCLA), Higher Education Research Institute. Barnes, L. B., Agago, M. O., and Coombs, W. T. (1998). Effects of job-related stress on faculty intention to leave academia. Research in Higher Education 39(4): 457–469.
American Professors: A National Resource Imperiled The Academic Profession: An International Perspective. Princeton, NJ: Carnegie Foundation for the Advancement of Teaching Stress factors and occupational roles of depart-ment chairs
- H R Bowen
- J H Schuster
- E L Boyer
- P G Altbach
- M S Whitelaw
- W H Gmelch
Bowen, H. R., and Schuster, J. H. (1986). American Professors: A National Resource Imperiled. Oxford: Oxford University Press. Boyer, E. L., Altbach, P. G., and Whitelaw, M. (1994). The Academic Profession: An International Perspective. Princeton, NJ: Carnegie Foundation for the Advancement of Teaching. Burns, J. S., and Gmelch, W. H. (1995). Stress factors and occupational roles of depart-ment chairs. The Journal of Technology of Studies 21(1): 12–23.
Leaders in Transition—A National Study of Higher Education QUALITY OF FACULTY AND ADMINISTRATIVE WORKLIFE Administrators
- K M Moore
Moore, K. M. (1983). Leaders in Transition—A National Study of Higher Education QUALITY OF FACULTY AND ADMINISTRATIVE WORKLIFE Administrators. University Park: Center for the Study of Higher Education, Pennsylva-nia State University.
Race and Ethnicity in the American Professoriate, 1995-96. Los Angeles: University of California
- H Astin
The Academic Profession: An International Perspective
- E L Boyer
- P G Altbach
- M Whitelaw
Stress factors and occupational roles of department chairs
- J S Burns
- W H Gmelch
Maintaining Morale: A Guide to Assessing the Morale of Midlevel Administrators and Faculty
- L K Johnsrud
Barriers to the retention and tenure of women and minorities: The case of a university's faculty
- L K Johnsrud
- C D Atwater
Heeding New Voices: Academic Careers for a New Generation
- R E Rice
- M D Sorcinelli
Faculty of Color in Academe: Bittersweet Success
- C S V Turner
- Myers
- S L Jr