Assessing alumni success: income is NOT the only outcome!

Institutions may be interested in using alumni career success as evidence of institutional effectiveness, but the current study suggests that using income as the sole outcome may not be entirely capturing the occupational experience of graduates. Utilising data from the Strategic National Arts Alumni Project, exploratory and confirmatory factor analysis indicated that there are two distinct components of job satisfaction for arts graduates: intrinsic satisfaction and extrinsic satisfaction. The results of ordinary least squares regression analyses for these two factors provide some relationships concerning demographic and occupational characteristics with these two areas of satisfaction. In considering overall job satisfaction, intrinsic satisfaction may play a larger role in how alumni perceive their career outcomes and success.     

美国院校研究中的校友研究

在美国院校研究中,校友分为学位校友、非学位校友、朋友(或准校友)三个群体.美国校友研究最初将校友视作学校服务的“消费者”,而后随着社会的发展,开始将其视为学校的“供给者”.校友研究产生于20世纪30年代,新公共管理运动后进入快速发展阶段,由主要关注学校内部公众,转为更多关注外部公众.近年来校友研究的主要内容是校友产出、参与及能力发展、校友捐赠.校友研究主要应用于经费筹集,招生就业,提高学校声誉,为政策制定提供信息,改善与政府、市场和社会的关系等方面.     

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.     

Quality Assessment of Professional Degree Programs

Based on a completed study of alumni of a master's degree teacher education program at a large northeastern university, this article demonstrates how alumni research can be designed to focus assessment on student outcomes and be responsive to program goals, policy concerns of administrators, instructional values of the faculty, and standards of professional practice. The article presents a conceptual framework, a research design plan, identification of relevant issues, appropriate analytical techniques, and selected findings with substantial relevance to other professional degree programs. Results confirm the importance of satisfaction with courses, perception of professional growth, and level of intellectual challenge on graduates' overall evaluation of the program. The methodological approaches and substantive issues raised in this study potentially enhance researchers' ability to design future assessment studies that will impact the policy development and program planning of other professional degree programs.     

Understanding student/alumni satisfaction from a consumer's perspective: The effects of institutional performance and program outcomes

The benefits of understanding and promoting student/alumni satisfaction are numerous. While this article draws on previous studies of the determinants of satisfaction in higher education, it has a different research focus. The study investigates the student/alumni satisfaction phenomenon in a consumer satisfaction framework. Results indicate that the formation of satisfaction judgments is a multidimensional process, and that the process is dependent on the degree of goal development that a student has for a particular aspect of his or her educational experience. If students have poorly formed goals for an aspect of education, they are likely to base their satisfaction judgments on institutional performance. If their goals are well formed, they are likely to base satisfaction judgments on the outcomes of the institutional performance. In general, however, student/alumni assessments of satisfaction with higher education are influenced by both the perceived quality of the service provider's performance and the perceived outcomes of that performance.The authors' names are ordered alphabetically to reflect equal contributions.     

Predicting faculty job satisfaction in university departments

This study attempts to examine the relationships between several dimensions of organizational climate and faculty job satisfaction in university departments which offer Ph.D. degrees. The three dimensions of organizational climate examined are: power perception, the perceived organizational goals, and the assessment of rewards. The major findings of the study are:(1) Nonresearch perceived organizational goals are by and large weakly related to job satisfaction in both the physical and social sciences. (2) Power perception is a strong determinant of job satisfaction in the social sciences and considerably less dominant in the physical sciences. (3) The assessment of rewards is the strongest predictor of faculty job satisfaction in both the physical and social sciences. The major conclusion of the study is that the organizational climate is one of the keys to understanding faculty job satisfaction. The policy implications of these findings are discussed.     

Book Reviews

A major role that two‐year colleges play is to provide graduates who are prepared to meet the labor demands of business and industry. Business is no longer content with employees who possess job specific knowledge only, but is seeking employees who possess other attributes as well, such as the ability to solve problems, relate to others, and adapt to changing situations. To meet these demands, a curriculum model has been developed at Spartanburg Technical College to combine job specific content with work‐related skills. Innovative teaching strategies are used to bridge content and skills in such a way so content is not sacrificed, while at the same time, student's work‐related skills are developed. Teaching methodologies are sequentially and strategically placed to allow students to build from a basic to an advanced level of competency for each work‐related skill. The six step process results in several benefits including faculty, student and college development and improved college‐business/industry relations.     

Prestige,charitable deductions and other determinants of alumni giving: Evidence from a highly selective liberal arts college

Private institutions of higher education are highly dependent on alumni support to cover operating expenses, fund endowments and fuel large capital campaigns. For example, in 2004, alumni at private liberal arts colleges generated nearly 43% of total voluntary support and funded 21.5% of total institutional expenditures. This paper uses 15 years of detailed data on alumni donations to a private liberal arts college to explore a full range of potential determinants of giving. Results suggest that wealthy alumni who live in states that allow charitable tax deductions are more generous than otherwise similar alumni in states without such subsidies. Alumni contributions also increase in years when the college has achieved greater athletic prestige but fall when academic prestige rises. Furthermore, recent alumni are more influenced by institutional prestige than older graduates. With regard to other determinants, females tend to be more generous, as do alumni living in wealthier neighborhoods within 250 miles of the college. Alumni who have close alumni relatives tend to give more as do alumni who participated in campus activities during their college years. Undergraduate major and occupational sector are also strong predictors of giving behavior.     

The Role of Mentoring Support and Self-Management Strategies on Reported Career Outcomes

This study examined the contribution of self-management strategies to job outcomes for employees involved in mentoring relationships. Participants (n = 158) reported their use of three types of self-management strategies, the level of support functions provided by their mentors, and their job satisfaction and perceived career success. Results showed that individuals who used self-set career goals reported greater job satisfaction and perceived career success; those who engaged in positive cognitions also had higher job satisfaction; and those who used behavioral self-management strategies reported greater perceived career success. Mentoring and self-management strategies each contributed uniquely to satisfaction and perceived career satisfaction. After controlling for amount of instrumental support provided by the mentors, positive cognitions remained predictive of perceived career success, and participation in self-set career goals were related to higher levels of job satisfaction. Moderator analysis showed that the self-management strategies appeared to be useful in the absence of certain types of mentor support.     

The Level of Decision-Making,Perceived Influence,and Perceived Satisfaction of Faculty and Their Impact on Student Retention in Community Colleges

ABSTRACT

This study expanded on previous models that looked primarily at student and support factors related to student retention and examined other stakeholder group functions not previously reviewed in relation to student retention. The research question assumed that greater faculty participation in campus decision-making and faculty satisfaction would have been associated with a higher campus student retention rate. The non-experimental retrospective design examined the unanalyzed 2007 community college (CC) Changing Academic Profession (CAP) survey in relation to campus retention rates. The CAP captured faculty perceptions of whether faculty or non-faculty entities were the primary influence on decisions regarding academic matters, as well as a rating of faculty satisfaction. Analysis indicated that CC faculty rated their participation in campus decision-making versus non-faculty entities similarly to the ratings of faculty who had completed the CAP at four-year institutions. When compared with the 2007 retention rate per campus, only faculty job satisfaction was statistically significantly positively associated with student retention. Recommendations for future research include continuing to look at retention as an outcome of a multi-factorial model involving all campus stakeholders, and more research with retention as the outcome.     

Alumni giving at a small liberal arts college: evidence from consistent and occasional donors

This study observed the financial giving of alumni at a small, private liberal arts college covering a 23 year period of consistent (longitudinal) and occasional donors. After observing historical characteristics of donors, college officials have a greater probability of accurately predicting future alumni gifts. Key determinants of alumni giving for both consistent and occasional donors are as follows: volunteering for the college, major in a social science division, language school attendance, residence in states with alumni chapters, and employment within the financial sector. Additionally, alumni with relatives who have attended the college, and alumni who have played a varsity sport during college, are two groups very likely to donate. Our study suggests that Alumni Offices may benefit from rating donors' giving potential (and subsequently focusing on these individuals), extensively publicizing reunions, and by targeting those who volunteered during their college years. Among occasional donors, Alumni Offices may want to target males, fraternity/sorority members, and alumni who are close to retirement.     

Secondary school vice‐principals: Commitment,challenge, efficacy and synchrony

The study sought to investigate Hong Kong secondary school vice‐principals’ job facets leading to overall job satisfaction, and to differentiate the satisfaction of vice‐principals of different career orientations and gender groups. The findings indicated that there are four main facets of satisfaction, in rank order of influence on overall satisfaction, ‘professional commitment’, ‘level of personal challenge’, ‘sense of efficacy’ and ‘sense of synchrony’. The study also found that vice‐principals who aspired to the principalship exhibited a higher degree of professional commitment, a stronger sense of efficacy, and experienced lower levels of stress associated with personal challenge than vice‐principals who did not aspire to a principalship.     

Alumni from one external degree program: Profile,perceptions, and preference

This study attempted to determine why a nontraditional program was important to alumni, and the negotiability of this degree to alumni, employers, peers and graduate schools. Data indicated that the main reasons for selecting a nontraditional program were a flexible schedule and the need to maintain a regular working day. In terms of negotiability, the degree provided recipients with higher job security, pay and responsibility. Generally the alumni initially had a low perception of what the degree would provide and were subsequently pleased with the credential, viewing it as a positive vehicle for job mobility and further study.     

Jobs and liberal arts graduates: Some critical relationships

Policy deliberations within the university frequently require information useful in shaping discussion and pointing up priorities. Research work among faculty and graduate students often includes data about alumni, students, or staff gathered to answer theoretical questions. This study reports one effort to translate such data into forms useful to the College of Liberal Arts in creating academic policy to meet the altered job market. Organized around the concepts of jobentry, decisions, andchanges in goals, jobs, and majors, the analysis revealed the urgency of the issue, the importance of a satisfaction on the first job, a changing relationship between jobs and majors, the impact of the liberal arts' study on educational aspirations, and the rationale for choices.     

The applicability of undergraduate education in jobs

The primary goals of this study are to determine the degree of applicability of undergraduate education in jobs and to evaluate some of the benefits accruing to a college educated person in the labor force. Closely related to this study is the question of whether a relationship exists between the usefulness of college training in jobs and the levels of job satisfaction and income. Some of the principal findings suggest that a large percentage of college graduates feel that their college major is related to their jobs and that the quality of job performance is dependent upon college training and on-the-job training. In addition, where college majors are applicable to job requirements, job satisfaction is high.     

高校海归教师首聘期工作满意度演进:1979-2017年的实证研究

改革开放以来,海归人才已成为高校教师队伍中的重要组成部分。对不同年代归国教师的首聘期工作满意度及其变化趋势、影响因素进行分析,是对高校人才政策环境和海外引才效果的检验。课题组以全国48所研究型大学1979-2017年期间归国的541名教师为样本,开展问卷调查。研究发现,过去40年海归教师首聘期总体满意度水平不高。通过对四个时期多维度满意度的量化分析发现:薪酬待遇和文化适应等方面的满意度存在显著差异;随着时间的推移,工作自主性、压力和科研团队等方面的满意度呈现下降趋势;薪酬待遇满意度的平均水平最低,但近年来已略有提升。基于研究发现,提出增加海归教师工作自主性和职业认同感、提高基础薪资和建立稳定的薪酬增长机制等建议。     

Dimensions of faculty members' sensitivity to job satisfaction items

Researchers have suggested that questionnaire item sensitivity may be a possible source of response bias in investigations using mail surveys. In conducting job satisfaction studies of faculty members in higher education, investigators have assumed that job satisfaction items are not highly sensitive to faculty members and do not vary in their degree of sensitivity. The purpose of the present research was to assess the degree of sensitivity of various job satisfaction items to faculty members and to identify dimensions of faculty members' sensitivity to these items. Results from a questionnaire returned from 354 faculty members at a large university showed that their sensitivity to job satisfaction items centered primarily in three areas: (1) concern with extrinsic job factors, (2) concern with department head actions, and (3) concern with promotion and salary. On the whole, item sensitivity appeared to be rather low. Implications and suggestions for future research are discussed.     

The Impact of Human Capital and Selected Job Rewards on Community College Faculty Job Satisfaction

Community colleges accommodate nearly half of all United States college students. Increased reliance upon community colleges is driven by the current economic downturn, rising costs of higher education, and changing expectations for today's workforce requiring advanced skill sets. Community colleges offer more affordable options for broader spectrums of students including traditional and nontraditional college students and dual-enrolled high school students.

Community college faculty facilitate student learning and program completion. A shortage of community college faculty will likely emerge as numerous faculty retire. Community college administrators need strategies for retaining and recruiting faculty amid increasing retirements. One effective strategy is to offer a work environment that cultivates positive work-related attitudes (e.g., job satisfaction). This study examines the ability of select human capital investments, intrinsic rewards, extrinsic rewards, and sociodemographics to predict overall job satisfaction for full-time community college faculty. A cross-sectional predictive design was used with secondary analysis of the 2004 National Study of Postsecondary Faculty (NSOPF:04) dataset.

Logistic Regression was utilized to determine predictive ability of the independent variables on overall job satisfaction. Results indicated that faculty were more likely to be satisfied with their work if they were satisfied with their salary, benefits and workload; were satisfied with the teaching support they received from their institutions; and if they perceived that females and minorities were treated fairly by the organization. Conversely, minority faculty were less likely to be satisfied, as were faculty who indicated they would again choose a career in academe if given the choice.     

开放办学话语下的高校校友工作

开放办学是高等教育发展的内在规律之一,是现代高等教育的基本特征,也是高校存在与发展的重要基础和基本条件。校友是高校最宝贵、最丰富的开放办学资源,是高校伸向社会、联动世界的触角,做好校友工作、用好校友资源,是高校开放办学不可或缺的内容。在开放办学话语下,校友工作必须解放思想,实现"三个转变":从"囿于现状"到"积极作为",从"单方获益"到"合作共赢",从"偶尔联系"到"常来常往"。创新方法,构建"三好体系":建好"信息库",织好"校友网",打好"感情牌"。聚力开放,打造"三类平台":建设校友互动"根据地",构筑社会合作"主战场",搭建国际交流"桥头堡"。     

Wage equity and female faculty job satisfaction: The role of wage differentials in a job satisfaction causal model

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.