Teacher education graduates’ choice (not) to enter the teaching profession: does teacher education matter?

In an era of recurring teacher shortages, Flanders struggles with a considerable proportion of teacher education graduates who do not enter the teaching profession. This study identifies the predictors of teacher education graduates’ choice on job entry (teaching profession or not). A prospective research design with two data collection phases is adopted. Student teachers (subsequently graduates) (N = 217) of integrated teacher training for secondary education were surveyed shortly before as well as shortly after graduation. Results of chi-squared and t-tests indicate that gender, initial motivation for teaching, mentor support, teacher education preparation, teacher efficacy, learner-oriented beliefs, performance in teacher education, and employment opportunities show differences (at 1% level) between graduates who entered and those who did not enter the teaching profession. Results of the subsequent logistic regression validate the importance of teacher education (i.e. mentor support) – beside initial motivation and labour market factors – to explain graduates’ decision on job entry.     

Who mentors undergraduate student researchers? An analysis of faculty involvement at a four-year university

ABSTRACT

In this study, we investigated a profile of faculty who mentor undergraduate researchers at a four-year Hispanic-serving, public research university. Six variables were investigated: ethnicity, gender, age, tenure status, teaching evaluations, and research productivity. Data were compiled from institutional databases. Findings showed a greater percentage of tenured faculty mentoring undergraduate researchers while the percent of minority UR faculty mentors was consistent with institutional percentages. Additionally, findings included a higher percentage of Science, Technology, Engineering, and Math (STEM) Undergraduate Research (UR) underrepresented minority faculty mentors compared to STEM Institution (INST) underrepresented minority faculty. For research productivity, UR faculty mentor funding comprised 28.0% of all external grant awards and 36.0% of all external funding during the sampling period. The majority funding for INST and UR faculty were found to be in the STEM disciplines. These findings provide evidence of potential predictors to describe UR faculty mentor profiles and can be considered important information for determining future educational policies and practices.     

GENDER DIFFERENCES IN ACHIEVEMENT IN A LARGE,NATIONALLY REPRESENTATIVE SAMPLE OF CHILDREN AND ADOLESCENTS

The purpose of this study was to investigate developmental gender differences in academic achievement areas, with the primary focus on writing, using the child and adolescent portion (ages 6–21 years) of the Kaufman Test of Educational Achievement—Second Edition, Brief Form, norming sample (N = 1,574). Path analytic models with gender, parent education, age, age², and gender‐by‐age moderation as predictors of reading, writing, and math were used to test for gender differences and for the influence of development on these differences. A small but consistent advantage was identified for females in reading. No gender differences were detected in math. The most important results of the present study pertain to a gender gap in writing in favor of females that increased as a function of age. Male students are at greater risk for writing failure than are females.     

School readiness and teachers' ratings: A validation study

Predictive validity of a test of school readiness (the Preschool Screening System (PSS) was investigated through administration of a teacher rating scale (the Rhode Island Pupil Identification Scale) to six groups of kindergarten children of both sexes (N = 245). The six groups were not pooled because teachers rated their groups significantly different from one another on the criterion measure. Using age, sex. and the four scores from the PSS as predictors, multiple correlations for each group ranged form .67 to .80. Prior knowledge of results did not improve prediction of the criterion. All six potential predictors contributed to the prediction in one or more groups. The most powerful predictor in group was the “Information Processing” score of the PSS.     

Faculty Organizational Commitment and Citizenship

Building on a theoretical framework that links characteristics of individuals and their work settings to organizational commitment (OC) and citizenship behavior, this study considers why faculty may be disengaging from institutional service. Analyses of survey data collected from a state system of higher education suggest that job characteristics, exchanges and social learning are associated with faculty members’ OC. For instance, opportunities for advancement and research support, as well as responsiveness of administrators to faculty, contributed to the likelihood that faculty would accept a position at their institution again if given the chance. Commitment, however, did not significantly affect time spent on institutional service. Two job characteristics—time spent on research and time spent on teaching—were negatively associated with this behavior.     

Gendered harassment in secondary schools: understanding teachers’ (non) interventions

This article provides an analysis of teachers’ perceptions of and responses to gendered harassment in Canadian secondary schools based on in‐depth interviews with six teachers in one urban school district. Gendered harassment includes any behaviour that polices and reinforces traditional heterosexual gender norms such as (hetero)sexual harassment, homophobic harassment, and harassment for gender non‐conformity. This study shows that educators experience a combination of external and internal influences that act as either barriers or motivators for intervention. Some of the external barriers include: lack of institutional support from administrators; lack of formal education on the issue; inconsistent response from colleagues; fear of parent backlash; and negative community response. By gaining a better understanding of the complex factors that shape how teachers view and respond to gendered harassment, we can work towards more effective solutions to reduce these behaviours in schools.     

Study of factors influencing research productivity of agriculture faculty members in Iran

The purpose of this research is to analyze the relationship between individual, institutional and demographic characteristics on one hand and the research productivity of agriculture faculty members on the other. The statistical population of the research comprises 280 academic staff in agricultural faculties all over Tehran Province. The data regarding research productivity and demographic characteristics were extracted from the faculty members’ profiles. Questionnaires were utilized to collect information concerning individual and institutional variables. The reliably of the questionnaire was calculated to be between 0.74 and 0.97 using the Cronbach’s Alpha. The regression analysis revealed that from among demographic characteristics two variables, namely, academic rank and age ( \textR_\textAD ² {\text{R}}_{\text{AD}}^{ 2}  = 0.265), among individual characteristics, three variables, namely, working habits, creativity as well as autonomy and commitment ( \textR_\textAD ² {\text{R}}_{\text{AD}}^{ 2}  = 0.097), and among institutional characteristics four variables namely, network of communication with colleagues, resources of facilities, corporate management and clear research objectives ( \textR_\textAD ² {\text{R}}_{\text{AD}}^{ 2}  = 0.151) were significant predictors for agricultural faculty members’ research productivity.     

Becoming a teacher educator – the motivational factors

This study explores the factors that influenced the transition made by three participants from primary class teacher (or first-order practitioner) to Teacher Education (TE) lecturer (or second-order practitioner) in a Scottish Teacher Education Institution. The self-study case study methodology explored the factors that encouraged, and potentially inhibited, this career change. Data collection utilised auto-ethnographic narrative and findings were reviewed using a thematic analysis. Results are considered using a theoretical framework provided by Deci and Ryan’s Self-Determination Theory. The study identified three common, key themes leading to the participants’ career change: exploration and reinvention, key figures and lifelong learners. The findings suggest the participants were largely intrinsically motivated to make the career change. The results provide an insight for teachers considering this move and administrators within TE. The personal development implications for the participants are also considered.     

Enhancement of Mentor Selection Using the Ideal Mentor Scale

Doctoral students seeking faculty mentors have few tools available to assist them. The Ideal Mentor Scale (IMS) is a new measure designed to help graduate students consider the qualities they as individuals most value in a potential mentor. Ph.D. students at 3 different universities (Ns = 82, 250, 380) contributed to the development and cross-validation of the 34-item IMS. Item frequencies indicated that 2 universal qualities were central to graduate students' definitions of a mentor: communication skills and provision of feedback. Principal factor analysis of the IMS indicated that 3 individual differences dimensions reliably underlaid graduate students' importance ratings of mentor attributes: Integrity, Guidance, and Relationship. In one sample, Guidance and Relationship were significantly related to student satisfaction with their mentor. The IMS is an assessment tool that could individualize the initiation and maintenance of mentoring relationships, enhance communication, and ultimately improve the satisfaction of students with their doctoral education.     

Predicting higher education outcomes and implications for a postsecondary institution ratings system

The accountability of colleges and universities is a high priority for those making policy decisions. The purpose of this study was to determine institutional characteristics predicting retention rates, graduation rates and transfer-out rates using publicly available data from the US Department of Education. Using regression analysis, it was determined there are 14 predictors of the full-time retention rate, 7 predictors of the part-time retention rate, 15 predictors of the graduation rate and 12 predictors of transfer-out rates. Institutions and policymakers could use the results of this analysis to determine the policies that would be beneficial to improving the analysed outcomes. All four analyses indicate good fit with R² ranging from .273 to .828. Some possible policy implications include addressing selectivity if institutions want to improve retention rates and addressing affordability to improve retention and graduation rates.     

INFLUENCE OF ASCRIBED AND ACHIEVED SOCIAL STATUSES,VALUES, AND REWARDS ON JOB SATISFACTION AMONG COMMUNITY COLLEGE FACULTY

Research on job satisfaction among community college faculty has been largely atheoretical. The present study examined the contribution of four sets of factors to explaining faculty job satisfaction in the community college. According to Kalleberg's (1977) theory of job satisfaction, employee's affective reactions to their jobs are largely determined by ascribed social statuses, achieved social statuses, job values, and job rewards. A random sample was drawn of 371 full‐time faculty from a multi‐campus community college district located in a metropolitan area in the Southwest. Nonresponses and partial responses resulted in an effective sample size of 261. A correlation analysis revealed that institutional age and physical safety job value were significantly, inversely related to job satisfaction and that all job rewards were significantly, positively related to job satisfaction. A simultaneous multiple regression analysis indicated that institutional age was a significant, inverse predictor of job satisfaction and that chronological age, and the good supervision and work itself job rewards were significant, positive predictors of job satisfaction. Of the variation in job satisfaction scores accounted for by all predictors, approximately 5% may be attributed to ascribed and achieved social statuses and to job values, and 48% to job rewards. For faculty in the district we surveyed, the keys to promoting job satisfaction would be to enhance the satisfying aspects of the work itself and good supervision. Programs which afford faculty who are less than satisfied with their jobs opportunities to be “origins” rather than “pawns” may be beneficial.     

Civic Development Among College Students at Southern Baptist Colleges and Universities

Utilizing data from the 2009 College Senior Survey, this study measured and compared social agency and civic awareness among undergraduate students enrolled at four types of institutions: Baptist, CCCU, Catholic, and nonsectarian. Comparisons were made through paired-sample t-tests and ANOVA analyses. A series of separate multiple regressions were conducted to compare the patterns and predictors of civic development across institutional types. The results indicated that, despite the many features religious colleges share in common, student outcomes varied significantly between institutional types. Furthermore, student characteristics and college experiences contributed to students’ civic development to varying degrees depending on the type of religious institution students attended.     

Faculty at work: Focus on teaching

Within the framework of cognitive motivation theory, selected personal and environmental motivational variables for faculty in English, chemistry, and psychology from community colleges, comprehensive colleges and universities, and research universities were regressed against faculty allocation of work effort given to teaching. The data came from a 1988 national survey. Gender (sociodemographic); quality of graduate school attended, career age, and rank (career); self-competence, self-efficacy, institutional commitment, personal interest in teaching, and percent time preferred to give to teaching (self-valuations); and institutional preference, consensus and support, and colleague commitment to teaching (perception of the environment) were entered into regressions.R ² were generally strong (.86 for community college chemists) and significant. For all institutional types, self-valuation and perception of the environment motivators significantly accounted for the explained variance whereas sociodemographic and career variables did not.     

Older Women and Lower Self-Rated Health

Several studies have found that older women report lower self-rated health than men. However, it is not clear why older women are more likely to report poor self-rated health than older men. Data for this study came from a national cross-sectional survey, Mental Health and Quality of Life of Older Malaysians (MHQoLOM). Included in the survey were 2980 respondents consisting of Malaysians aged 60 years and over, with both men (n = 1428) and women (n = 1552) represented. Results of t-tests showed older men expressed significantly higher levels of self-rated health and self-esteem than women (p < .01). Separate multivariate regression by gender revealed that age, life-threatening problems, and self-esteem were highly significant predictors of self-rated health among older men and women and explained 18.4% of variance in self-rated health for men and 18.2% for women. In the last step we examined the main effects of gender on self-rated health using General Linear Models (GLM) Univariate by adjusting for age, life-threatening problems, and self-esteem. Results showed an insignificant difference in self-rated health between older men and women (F _(1,2715) = 2.26, P = 0.13) only after adjusting for self-esteem. It can be concluded that self-esteem affects responses to self-rated health of older men and women.     

Building as We Go: Secondary Schools,Community Colleges,and Universities in Partnership – The Early College High School Initiative

ABSTRACT

The purpose of this study was to examine the perceptions of key informants about the processes of institutional change and collaboration involved in the development of three early college high schools (ECHS)s over a 4-year period. The 15 study participants were members of early college high school councils and included high school principals, counselors, community college administrators, and school district administrators. Participants were located at two early college high schools located on community college campuses, and one was located on a school district site. This mixed methods study used a survey and structured interviews, both based loosely on case studies from Not so easy going: The policy environments of small urban schools and schools-within-schools (Raywid & Schmerler, 2003) and factors identified by the Wilder Collaboration Inventory (Mattessich & Monsey, 1992) as critical to successful collaboration. The findings of the study showed that the ECHS partnership, according to the majority of its members, exhibited (a) indicators of institutional change in policy and attitude toward collaboration; and (b) the success factors of history of collaboration, favorable political climate, appropriate cross section of members, collaboration seen in self interest, sharing a stake in process and outcome, shared decision making, concrete attainable goals and objectives, and shared vision. Success factors not showing a majority response were adequate resources, mutual respect, open and frequent communication, clear roles and policy guidelines, and sufficient funds.     

The Hispanic Experience in Physical Education Teacher Education Programs: A Qualitative Study

The purpose of this study was to describe the experiences of Hispanic faculty involved in physical education teacher education programs at predominantly White colleges and universities in the United States. The study was positioned in the theoretical framework of organizational socialization. Participants were Hispanic (n = 6) faculty from various kinesiology-based programs in tenure-track positions at institutions of higher education in the United States. Data were collected via semi-structured interviews and transcribed, triangulated, and analyzed with constant comparative procedures. We uncovered the following themes: (a) underrepresented, (b) socialized, and (c) cultured and determined. The study’s findings magnify the need for faculty and administrators to heighten their awareness and implement strategies to improve the organizational socialization of Hispanic faculty, particularly at predominantly White doctoral-granting colleges and universities. This means, for instance, identifying strategies to recruit, prepare, retain, and mentor Hispanic faculty at such institutions.     

The Role of Senior Public Relations Administrators in Institutional Decision Making: Are They at the Table?

ABSTRACT

The literature in higher education public relations affirms that senior public relations administrators should be involved in institutional decision making at colleges and universities. However, public relations professionals are often stereotyped more as information processors and manipulators than as key members of an institution's senior management team. This study examines the role of senior public relations administrators in institutional decision making at the 14 universities in Pennsylvania's State System of Higher Education (SSHE). Based on the findings of this study, it may be concluded that SSHE senior public relations administrators are often not included in efforts to resolve important issues and influence institutional decisions.