Drivers of Engagement among Full-time Faculty from Private University

Gladys T Tumbali Et.Al

doi:10.17762/turcomat.v12i3.1712

Abstract

This study determined the drivers of engagement among full time faculty members of University of Saint Louis, one of the Private Higher Educational Institution in the Northern Philippines. The descriptive-survey method of research was employed using a validated questionnaire. The questionnaire was administered among ninety-eight (98) full-time faculty members in the University. Data was analyzed using descriptive and inferential statistics. Findings of the study revealed that the five drivers of faculty engagement which are (1) Administration and Management, (2) Workplace and Resources, (3) Compensation and Benefit, (4) Interpersonal Relationship, and (5) Achievement and Recognition, are all important factors that drive faculty to engage themselves in their jobs. Furthermore, results showed that Compensation and Benefits was found to be the most significant driver of faculty engagement, followed by Achievement and Recognition then Administration and Management. Meanwhile, Workplace and Resources as drivers of faculty engagement was found to be less important. Furthermore, results showed that the drivers of engagement among faculty vary by department and by the highest educational attainment

Highlights

Organizations need people, and people need organizations
As a result, identifying the drivers of job engagement among faculty members would aid in providing a clearer image of the University's full-time teaching staff in order to retain qualified teachers and provide quality education to its clients, which is the aim of this research
Findings of the study revealed that the five drivers of faculty engagement namely Administration and Management Policies, Workplace and Resources, Compensation and Benefits, Interpersonal Relationship, and Achievement and Recognition are important factors affecting faculty engagement

Summary

Introduction

One of the most difficult tasks facing many CEOs, HR professionals, and business leaders has been ensuring that when their employees return to work every day, they do so physically, and psychologically and emotionally In other words, they must be certain that their workers are fully engaged. As a result, identifying the drivers of job engagement among faculty members would aid in providing a clearer image of the University's full-time teaching staff in order to retain qualified teachers and provide quality education to its clients, which is the aim of this research. It sought to achieve the following objectives: Gladys T. Determine if there is a significant difference on the drivers of engagement among faculty members when grouped according to their profile variables

Significance of the Study

Methodology

Results and Discussion

Conclusion and Recommendations