A Comparative Study of the Perceptions of Faculty and Administrators Regarding the Importance of Selected Factors in Determining Faculty Job Satisfaction in the Alabama Public Junior Colleges PDF Download

Author: Dennis Harold Goodwin
Publisher:
ISBN:
Category : Junior colleges
Languages : en
Pages : 270

View

Book Description

Author: Russell Warren Howton
Publisher:
ISBN:
Category : Communication in education
Languages : en
Pages :

View

Book Description
The purpose of the study was to examine the relationship between selected demographic and educational variables of faculty members employed in the Alabama Community College System and their impact on job satisfaction. The variables included in the study are the demographic variables of age, gender, ethnicity, salary, and degree status, along with the institutional variables of academic ability of students, advancement in technology, faculty workload, tenure, co-worker relationship, administrative governance and support, and professional growth opportunities. This study was conducted to educate college administrators regarding faculty morale and to provide a means of communication between administrators and faculty to address faculty concerns, thus leading to a more stable learning environment for students. A survey research design was used to collect and analyze the data from faculty members at 10 community colleges within the state of Alabama. An instrument designed by the researcher entitled the Howton Community College Faculty Job Satisfaction Survey was used to collect the data using SurveyGizmo.com. The instrument was validated by a panel of experts and a pilot study determined the reliability coefficient to be .786. The data were analyzed through the use of descriptive statistics, factoral analysis, and analysis of variance (ANOVA). The findings of the study indicated a four scale structure for the created instrument which consisted of the following components: 1) administrative support and its affect on the personal life of faculty members; 2) obtaining tenure and the evaluation process; 3) technology in the classroom and training through professional development activities; and 4) relationship among colleagues. Results from ANOVA show that there were no between or within group differences among mean scores with regard to age, sex, ethnicity, salary, tenure status, or degree status. Examining measures of central tendencies revealed that over 20% of faculty members responded negatively with regard to satisfaction in the areas of academic ability of students, administrative support, professional development opportunities, and advancements in technology. However, 87% of faculty members responded favorably regarding their overall job satisfaction.

Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 780

View

Book Description

Author: Danyelle Williams Ackall
Publisher:
ISBN:
Category : Motivation (Psychology)
Languages : en
Pages : 0

View

Book Description
This study considers the job satisfaction of faculty at a private, four-year, large university. As faculty are forward-facing, customer-serving, grant-receiving employees who directly impact the bottom line, monitoring their job satisfaction is similar to a wellness check; done regularly, one can find otherwise unknown issues before they become detrimental to the health of the organization. A survey created by Smerek and Peterson (2007) was modified to fit the population under study. The survey questions were grouped by job factors identified in the Two-Factor Theory by Herzberg et al. (1959) and used a 6-point Likert scale. Additional questions were employed to assess how recent events impacted job satisfaction. Data were analyzed by faculty status, college of appointment, gender, and minority status. Although not irrefutable, the data show that despite negative perceptions of total compensation and senior management, faculty have job satisfaction driven by satisfaction with the work itself and good relationships with co-workers and direct supervisors. In other words, faculty find satisfaction in the work, but not the work environment.

Author:
Publisher:
ISBN:
Category : Dissertations, Academic
Languages : en
Pages : 640

View

Book Description

Author:
Publisher:
ISBN:
Category : Dissertation abstracts
Languages : en
Pages : 552

View

Book Description

Author: Andrea Mary Olson
Publisher:
ISBN:
Category :
Languages : en
Pages : 278

View

Book Description

Author: Matthew West
Publisher:
ISBN:
Category : Electronic dissertations
Languages : en
Pages : 0

View

Book Description
This study explored the level of job satisfaction among a sample of Alabama community college faculty, particularly through the felt impact of COVID-related stressors, and when controlled by variables of faculty age, gender, race, subject discipline, and college locale. These research aims are important because while community college enrollments have increased, retaining qualified faculty continues to prove difficult amidst baby boomer retirements or faculty leaving the profession altogether. Like the Alabama teacher shortage in K-12 education, an abrupt decline has also occurred among two-year college faculty, making it vitally important to identify key sources of job satisfaction to maximize or job dissatisfaction to minimize. Using a quantitative approach, a Qualtrics survey incorporating the Wood's (1973) job satisfaction questionnaire was used to collect data on 216 full-time faculty representing seven colleges in the central region of Alabama.Respondents reported the highest level of satisfaction on the dimension the work itself with a mean score of 5.18 (SD = 0.90) and the lowest level on the dimension of policy and administration with a mean score of 3.68 (SD = 1.04). COVID work stressors, COVID-related student stressors, and COVID-motivated career change considerations significantly predicted global job satisfaction, explaining 36% of the variance. Analyses showed no direct association between differences in individual characteristics - gender, race, discipline, age, college locale - and job satisfaction. COVID, students, and administration emerged as important themes explaining job satisfaction and dissatisfaction.The evidence from this study suggests that despite the average faculty member reporting they were slightly satisfied with their job nearly three years after the pandemic's outbreak, COVID-related problems continue to be a concern for both students and faculty. The pandemic exacerbated many pre-existing issues in faculty work with regard to student unpreparedness and administrative oversight, leading to over a third of faculty in this sample considering a career change. In general, however, these results suggest that even in a time of educational budget shortfalls, cost-effective organizational changes can still be made to improve faculty morale overall, retain instructors for the long term, and improve the success of students in the Alabama community college.

Author: John Quinn Berzett
Publisher:
ISBN:
Category : Electronic dissertations
Languages : en
Pages : 251

View

Book Description
The context of higher education business faculty is changing as a result of the chronic degradation in the production of traditional faculty with doctorates in business-related disciplines (Mauldin, McManis, & Breaux, 2011). As a result of the decline in traditional (first) career path business faculty, non-traditional (second) career path business faculty are transitioning into the academy with a breadth and depth of professional business experience that is now being sought by business schools (Garrison, 2005). The purpose of this study was to identify and compare the factors related to job satisfaction for full-time first and second career business faculty teaching in accredited business programs at public, master's level colleges and universities located in the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) accreditation region. Herzberg's Motivator-Hygiene Theory was used as the theoretical framework for this study. Utilizing the constructs of personal characteristics, job characteristics, job satisfaction, and perceived work environment, an online survey collected data from full-time first and second career college and university business faculty. The researcher investigated the importance of and differences in perceptions of Herzberg's motivator-hygiene factors for first and second career business faculty. Additionally, the researcher investigated the relationship between job satisfaction and the motivator-hygiene factors for each category of faculty. Finally, the researcher investigated differences in job satisfaction based on business school accreditation agency and predictors of job satisfaction for first and second career business faculty. Study results indicated higher overall mean scores and identical individual rankings of the motivator factors and lower overall mean scores and nearly identical rankings of the hygiene factors. No statistically significant differences in motivator and hygiene factor mean scores were observed between first and second career faculty. Study results revealed medium to moderately strong positive correlations between job satisfaction and the motivator and hygiene factors for first and second career faculty. No significant difference in job satisfaction was observed for first and second career faculty. Multiple regression analysis produced a predictive model of four motivator and hygiene factors for first career faculty and a second career model including personal and job characteristics and motivator and hygiene factors.

Author: Cathy Ann Trower
Publisher: JHU Press
ISBN: 1421406497
Category : Education
Languages : en
Pages : 285

View

Book Description
Satisfaction ratings from tenure-track faculty at 200 institutions across the country reveal best practices and the key elements of workplace success. Landing a tenure-track position is no easy task. Achieving tenure is even more difficult. Under what policies and practices do faculty find greater clarity about tenure and experience higher levels of job satisfaction? And what makes an institution a great place to work? In 2005–2006, the Collaborative on Academic Careers in Higher Education (COACHE) at the Harvard Graduate School of Education surveyed more than 15,000 tenure-track faculty at 200 participating institutions to assess their job satisfaction. The survey was designed around five key themes for faculty satisfaction: tenure clarity, work-life balance, support for research, collegiality, and leadership. Success on the Tenure Track positions the survey data in the context of actual colleges and universities and real faculty and administrators who talk about what works and why. Best practices at the highest-rated institutions in the survey—Auburn, Ohio State, North Carolina State, Illinois at Urbana-Champaign, Iowa, Kansas, and North Carolina at Pembroke—give administrators practical, proven advice on how to increase their employee satisfaction. Additional chapters discuss faculty demographics, trends in employment practices, what leaders can do to create and sustain a great workplace for faculty, and what the future might hold for tenure. An actively engaged faculty is crucial for American higher education to retain its global competitiveness. Cathy Ann Trower’s analysis provides colleges and universities a considerable inside advantage to get on the right track toward a happy, productive workforce.