INTERPERSONAL BEHAVIOR AND THE COMMUNITY COLLEGE DEPARTMENT CHAIRPERSON

The purpose of this study was to explore the relationship between department/division chairpersons' interpersonal behavior and their perceived leadership effectiveness. The Departmental Evaluation of Chairperson Activities for Development (DECAD) system was used to determine the department chairpersons' administrative effectiveness. Element B, developed by Will Schutz, was used to assess the chairpersons' interpersonal behavioral characteristics. The participants were department/division chairpersons and full-time faculty members from 15 of the 17 public and private community colleges in a southern state. Survey packets were mailed to faculty members and department/ division chairpersons in the humanities and social sciences divisions. Sixty-seven percent of the faculty responded and 93% of the chairpersons responded. Statistical analyses revealed significant differences in the dependent variables of received inclusion, perceived inclusion, and wanted inclusion interpersonal behaviors between the ineffective and effective chairs. These findings suggest that effective department chairpersons possess a need to maintain and establish interaction with others. Also, effective chairpersons were perceived to be, and want to be, included by others.     

Perceptions of Community College Adjunct Faculty and Division Chairpersons: Support,Mentoring, and Professional Development to Sustain Academic Quality

The fabric of higher education has changed dramatically in recent years with a sudden increase in the presence of part-time, nontenured faculty. Adjunct faculty have a significant presence in higher education institutions and need opportunities available to them so they feel like an important part of academic culture and are prepared to teach. The purpose of this phenomenological study was to understand the similarities and differences in perceptions between three division chairpersons and 15 adjunct faculty members from three separate departments regarding teaching support, mentoring, and professional development opportunities at one community college. It was found that chairs and mentors appeared to be the most valuable individuals in supporting, acclimating, and retaining adjunct faculty according to the participants in this study. Without the roles chairs and mentors assumed, adjunct faculty could flounder and teaching quality could be hindered.     

Minority Faculty Representation and Hiring Practices in Counselor Education Programs

Counselor education chairpersons indicated that minority faculty members are under-represented and hired at a slower rate than are nonminority faculty members. Results are mixed in terms of advancement opportunities.     

Faculty work in a regional public university: An empirical assessment of goal consensus and congruency of actions and intentions

This analysis is concerned with the horizontal and vertical consensus of definitions of work appropriate to accomplish the goals of university administrators and faculty, as well as the congruency of ideal (intent) and actual (action/behavior) work of faculty. Data-gathering techniques include the following: historical analysis of the university; interviews with the provost, 5 college deans, and 32 chairpersons; and a survey of 503 faculty (69% return rate). Faculty work perceived to achieve departmental goals lacked horizontal consensus, especially among chairpersons in the same college and among faculty in the same department. Vertical consensus was weak, especially between chairpersons and their faculty, and in most colleges between deans and chairpersons. Greatest incongruencies were between faculty intentions and reported actions. There was declining support for administrative goals as one moved down the hierarchical structure within the university. Perspectives were explored that account for the lack of goal consensus and the incongruency between intentions and reported actions.     

Achieving congruent actions and intentions: An empirical assessment of faculty work in a regional public university

Two explanations of congruency of ideal (intent) and actual (action/behavior) work of faculty are examined—reward expectations and referent others. Based on interviews with 5 college deans and 32 chairpersons, a survey of 503 faculty (69% return rate), and institutional data, it was found that referent others' goals have a greater influence than reward expectations on the congruency of work actions and intentions of faculty. Peers, chairpersons, and deans affect, in differing ways, the congruency of actions and intentions of faculty. Overwhelmingly, peers have the strongest effect, followed by chairpersons and deans. Of the three reward expectations variables (perception that work leads to tenure, promotion to associate professor, and merit salary increases), only the perception that work leads to tenure affects congruency of faculty work actions and intentions.     

EXISTING STATUS OF BUILDING COMMUNITIES’ RECOMMENDATIONS: A DEAN AND DIVISION CHAIRPERSON COMPARISON

The purpose of this study was to assess the existing status of Building Communities’ recommendations. The recommendations were transformed and written as goal statements. Fifty‐nine deans and 98 division chairpersons were asked whether these goals had been implemented. Fifty‐three deans and 84 chairpeople returned usable questionnaires.

Chi‐square tests of independence (p < .05) were used to compare deans’ and chairpersons’ responses on existing goal status. Deans and chairpeople agree on the existing status of 32 of the 38 goal statements and share the same beliefs on the existing status of a vast majority of the goal statements.

Significant differences were identified, however, between deans and chairpeople regarding the existing status of (1) outreaching to disadvantaged students, (2) outreach‐ing to different adult populations, (3) renewing faculty, (4) ensuring that full‐time faculty teach the majority of credit‐bearing courses, (5) using computer technology to integrate educational and administrative applications, and (6) placing ill‐prepared students in developmental education programs. Deans were more likely than chairpeople to view the six goals that lacked agreement as having been implemented.     

Decision-process behaviors of academic managers

Identifying decision processes which academic managers prefer was the focus of this study. Sixty-eight division chairpersons in a community college system, 10 in a 4-year college, and 29 in a university were questioned about 30 problem situations. Chairpersons usually selected consultative decision-process styles which encourage faculty participation. These consultative decision styles are protective of the quality of decision outcomes. However, faculty acceptance and commitment to decision alternatives often was a threat. Participation was not used in problem situations as a means to resolving conflicts. The Vroom-Yetton decision model was helpful in identifying strengths and weaknesses of decision behaviors of chairpersons.     

Barriers to Success for Women in Academic Life: Perceptions of Participants in a Colleague Pairing Program

The purpose of this study is to explore empirically the perceptions of senior and junior female faculty members regarding the barriers to success experienced early in the academic career. Twenty‐two pairs of women faculty participated in colleague pairing as part of a mentoring initiative in a faculty development program. A factor analysis of the responses yielded the following three areas of concern: roles and responsibilities, sense of fit and personal security. We analyse the differences between senior and junior women as well as differences before and after participation in the program. Implications of these perceptions for the ability of female faculty members to help themselves and one another succeed professionally in their academic careers are discussed.     

Communication in an academic context

The purpose of this qualitative case study is to investigate the most common communication problems from the views of faculty members at the Middle East Technical University in Ankara, Turkey. The sample of this study consists of 50 faculty members including professors, associate professors, assistant professors, and instructors from five largest departments representing five colleges at the Middle East Technical University. The data were gathered by utilizing interview method, including 19 interview questions which were developed by the researchers. The data collected through interviews were content-analyzed including the process of identifying, coding, and categorizing the primary patterns of data. The results of this study provide evidence that faculty members perceive a number of significant communication problem areas regarding work-related communication and overall departmental communication. Furthermore, although there are some similarities among the faculty members in identifying communication problems as well as the ways of solving these communication problems, some significant differences are also observed among the departments. In addition, analysis of the data revealed that there are some similarities and differences between hard science and soft science departments in defining communication problems and possible ways of solving these communication-related problems.     

The education deanship: A further analysis

This article expands and extends the analysis of data previously reported in a study of the education deanship. The data were collected from national samples of deans, central administrators, department chairpersons, and faculty. Multivariate statistical procedures used were factor analysis with rotations, multivariate analysis of variance, and canonical discriminant analysis. The purposes of the retreatment of the data were to: (1) identify factors that were produced from the responses and compare them with the semantic factors described in the original analysis; (2) compare differences among respondent groups; and (3) assess commonality of responses within each group. New and unique factors, relationships, and group differences were found. Perceptions and acceptances of the dean's role were not uniform, with department chairpersons being the most heterogeneous.     

A recent study of graduate assistants

University administrators, college deans, department chairpersons and directors, faculty members, graduate assistants, and undergraduate students were mailed questionnaires concerning the roles of and attitudes toward graduate assistants at the University of Minnesota. Basic agreement was found to exist among the six groups surveyed with regard to many aspects of graduate assistantships. Graduate assistants were found to have little knowledge of many departmental concerns that directly affect them. The number of formalized policies regulating graduate assistantships was found to vary with the classification of assistantship.Copies of the complete report may be obtained from Measurement Services Center, University of Minnesota, 9 Clarence Ave. S.E., Minneapolis, Minnesota 55414.     

ATTRITION AND RETENTION AMONG ACCOUNTING MAJORS IN COMMUNITY COLLEGES: PROBLEMS AND POSSIBLE REMEDIATION

Accounting programs nationwide are reporting declines in enrollment and the demand for new accountants continues unabated. Given this current crisis in accounting education, attention needs to be given to recruitment and retention issues. This study used a Delphi procedure to sample the accounting department chairpersons in one state's community college system regarding four questions: What initially attracts community college students to accounting?; What are the predictors of success for community college students who choose accounting for majors?; What are the major problems students encounter in completing accounting programs and What recommendations do these chairpersons have for reducing attrition among community college accounting majors? Conclusions and recommendations are presented for community college counselors, administrators, and accounting faculty.     

International and Citizen Faculty in the United States: An Examination of their Productivity at Research Universities

The study examined the differences between international and U.S. citizen faculty members’ productivity in the areas of research, graduate and undergraduate teaching, and service at research universities in the United States. Utilizing the 2004 National Study of Postsecondary Faculty (NSOPF:04) data set, we used a Structural Equation Modeling (SEM) to address the primary research questions in the study. The results indicated that international faculty members were significantly more productive in research, but less productive in teaching and service than their U.S. citizen colleagues. The study can potentially aid policymakers and university administrators to not only better serve and support international faculty members but also to fully utilize them as a resource that benefits the institution and the students in all functions of their work and not just in research.     

Two Sides of the Same Coin? Analysis of Faculty and Administrators’ Perspectives on Governance

This study explored institutional governance in an Alabama public two-year community college and investigated the perceptions of faculty and administrators within this sector. To answer the research questions for this study, a quantitative cross-sectional survey utilizing inferential analysis of the collected data was employed. To analyze the perceptions of Alabama community college faculty members and administrators regarding their interactions in institutional governance, three quantitative research questions were used. The research questions were analyzed based upon participant responses from the survey instrument. Analysis of variance (ANOVA) was the statistical method used to determine if any significant differences in perception existed between faculty and administrators. The results of the study revealed that a significant difference existed between faculty and administrator perceptions with respect to institutional structure and shared governance, but no significant difference existed between faculty and administrators perceptions with respect to supervisory relationships. Considering the findings and conclusions of the present study, the researchers made recommendations related to institutional governance.     

Roles of academic department chairpersons at the university level

The study presents an attempt at investigating the role perceptions of academic chairpersons of departments at the University level, the fulfillment of these roles, and the desirability to fulfill them.A group of 90 chairpersons in six universities responded to a questionnaire that was especially developed for the present study. Factor analysis yielded five main factors: 1) Curriculum and Instruction, 2) Initiation, 3) Staff Development, 4) Democratic Leadership Style and 5) Departmental Status. Significant differences were found between the actual fulfillment and the extent of the desire to fulfill all the roles. Several background variables and role factors were found to explain the variance in chairpersons' satisfaction with role fulfillment. Findings shed some light on a relatively neglected subject - the role perceptions and satisfaction of department chairpersons. The information gained on this subject is expected to initiate attempts at making the role more satisfying in the direction desired by chairpersons.     

The Effects of Discipline on Deep Approaches to Student Learning and College Outcomes

“Deep learning” represents student engagement in approaches to learning that emphasize integration, synthesis, and reflection. Because learning is a shared responsibility between students and faculty, it is important to determine whether faculty members emphasize deep approaches to learning and to assess how much students employ these approaches. This study examines the effect of discipline on student use of and faculty members’ emphasis on deep approaches to learning as well as on the relationships between deep approaches to learning and selected educational outcomes. Using data from over 80,000 seniors and 10,000 faculty members we found that deep approaches to learning were more prevalent in Biglan’s soft, pure, and life fields compared to their counterparts. The differences were largest between soft and hard fields. We also found that seniors who engage more frequently in deep learning behaviors report greater educational gains, higher grades, and greater satisfaction with college, and that the strength of these relationships is relatively consistent across disciplinary categories.     

Are big university departments better than small ones?

The aim of this article is to examine whether large university departments create better opportunities for research than small ones. The data are drawn from a questionnaire study among all faculty members of the rank of assistant professor or higher at Norway's four universities. There is no significant relationship between department size and productivity in scientific publishing. Furthermore, there is a tendency that faculty in the smallest departments are more content with the research environment than their colleagues in the largest departments. There are, however, large differences between fields of learning in this respect.     

Standing in the shadows: Academic mentoring in criminology

Survey data were used to explore the effect of mentoring on publications by faculty members in criminology and criminal justice. The initial analysis showed that mentored faculty were significantly more successful at publishing than nonmentored faculty. Further examination revealed gender differences with respect to being mentored: among new faculty members, publication success was associated with being mentored by males. Explanations for these findings focused on the well-established male network in criminal justice and criminology and on structural disadvantages encountered by female faculty members.     

A comparison of scholarly productivity among current professors who obtained terminal degrees

ABSTRACT

Although scholarship is important in higher education and faculty productivity expectations are continually increasing, we still do not understand the holistic view of faculty productivity. This study takes a different viewpoint on faculty productivity examining differences by university classification and by discipline. Most importantly, we sought to obtain the effects of the delivery mode of terminal degree on later faculty productivity. The mode of terminal degree via Internet delivery looks attractive to students, but this study found that this has implications for future research productivity. These three elements illustrate a different scope that has important implications for administrative leaders looking to hire future faculty as well as students thinking about becoming a future faculty member. To capture this view, 600 faculty members from 59 American universities were surveyed. From this survey, five different variables emerged to create an overall faculty scholarly productivity factor. This factor was then compared against university classification, discipline, and mode of terminal degree. Results showed surprising significant differences between university classifications and disciplines as compared to scholarly productivity. One of the most noteworthy findings was that there is a significant difference in faculty productivity based on the mode of terminal degree. Furthermore, no difference in later faculty scholarly productivity exists between that of a hybridized, online degree and a purely online degree. Again, these results indicate significant finds which have a high influence on faculty scholarly productivity, which holds important implications for the future of the university.     

Exploring burnout among university faculty: incidence,performance, and demographic issues

This study examines burnout and related issues among 265 university faculty members. The study estimates the percentage of incidence of highest levels of burnout is at half the rate of the general workforce. Female faculty members have significantly higher mean scores on emotional exhaustion than males, while male faculty have higher scores on depersonalization. Significant differences were not found across race/ethnicity groups but age is inversely correlated to emotional exhaustion. Burnout shows significant correlations with numbers of students taught, time invested in various activities, and numerical student evaluations. Suggestions are given to administrators for using a preventive strategy to anticipate burnout, rather than relying on reactive techniques, once it has occurred.