Assessing Employer Satisfaction: a test of several survey techniques

Assessing employer satisfaction with the preparation their employees receive in institutions of higher education is a matter of growing importance world‐wide as students, governments and the public seek tangible evidence of educational quality through workforce competitiveness. Three techniques for surveying college and university graduates and employers were conducted over the space of three academic years for the purpose of comparing the effectiveness of these methodologies. Response rates obtained indicate that gaining permission for employer contact directly on a questionnaire mailed to graduates can be as effective as more costly phone contacts, and is more effective than two successive mailings to graduates. The results also suggest that in general employers give relatively undifferentiated positive ratings of employee characteristics unless forced by the method of questioning to differentiate among items. The study provides evidence that a mailed survey methodology for graduates and their employers can be effective if the graduate's permission is obtained on the initial questionnaire and if employers are forced by the survey instrument's format to differentiate among listed job characteristics and performance ratings.     

Improving alumni survey response rates: An experiment and cost-benefit analysis

Mail surveys are frequently used in higher education research as a means of collecting data relevant for college decision makers. Despite their prevalence, mail surveys have drawbacks, chief among them the potential for low response rates, which may compromise the credibility of research results and diminish their usefulness. Therefore, it is important for institutional researchers to plan and conduct mail surveys that achieve optimal response rates, especially in populations (i.e., alumni) where low response rates may be a problem. This research tested the effect of the survey procedures suggested by Dillman's (1978) Total Design Method on response rate to a mail survey of two-year college alumni. The method used was an experiment with four groups that varied in their degree of adherence to Dillman's procedures, i.e., amount of follow-up and degree of personalized approach. Subjects were randomly assigned to groups. Results provided a test of Dillman's techniques in an educational setting, further information for institutional researchers about ways to improve response rates, and an analysis of the costs and benefits of using Dillman's methods.     

“Keeping it real:” Identity management strategies used by teens in conversation

This paper explores the alignment of individual and organizational identity management. Two videotaped conversations between adolescents and teachers were analyzed in order to discover the extent to which individuals enact particular strategies to manage both individual and institutional identities. These episodes demonstrate little support for Pratt & Foreman's (2000) identity management strategies of deletion, integration or aggregation. Compartmentatlization, or the separation between conflicting identities, was the most prevalent strategy employed in both conversations. These findings raise questions about individual's positions within organizations and their abilities to enact various strategies and identities. The authors conclude by urging a reconsideration of the term, “identity management.”     

English proficiency,course patterns,and academic achievements of limited-English-proficient community college students

Over the past decade minority students' access to and achievements in higher education have been of substantial interest to educators and researchers. Students who are of limited English proficiency (LEP) may also be considered disadvantaged, although few studies focus on them as a minority group. This research was conducted at a community college to examine the independent and interactive effects of several key demographic and academic variables on academic achievements (persistence, credits earned, and GPA). The primary independent variable, labeled GROUP, combined students' placement test results (English as a second language, regular remedial English, or no test results) and course-taking patterns (registered or did not register for ESL courses). Logit and other multivariate statistical techniques were employed. Results indicate some differences in achievement by GROUP category in concert with age, sex, or ethnicity, but no consistent pattern was found. LEP students did not differ significantly in academic achievement from the total student population. It is suggested that LEP students comprise an eclectic population with diverse educational goals and competencies, who use the community college for a variety of reasons. As institutions struggle to balance access and open enrollment, placement testing and registration requirements, and available resources, the efficacy of treating all LEP students alike must be examined.     

University academics’ experiences of learning through mentoring

The use of mentoring for staff development is well established within schools and the business sector, yet it has received limited consideration in the higher education literature as an approach to supporting learning for academics. In this study located at one metropolitan university in Australia, an online questionnaire and one-on-one semi-structured interviews were used to explore academics’ experiences of mentoring, with a view to understanding the broader benefits mentoring might offer to the academic community. Findings from the study highlight that in an era where change is pervasive tertiary education providers should consider implementing mentoring as a valuable approach for supporting the work of academics. The academics in this research explained that through mentoring, they learnt how to build professional relationships and friendships; it helped them develop a sense of personal satisfaction; acted as a catalyst for career and leadership enhancement; expanded understandings of teaching and research and as a consequence of engaging in self-reflection it opened up new ways of thinking about their work.