University Academic Staff Research Articles

Prevalence of dyslipidemia and its associated factors among university academic staff and students in Bangladesh

BackgroundDyslipidemia is one of the important contributors to cardiovascular disease and type 2 diabetes. There is little or no information on dyslipidemia among academic staff and students in Bangladesh. Therefore, this study aimed to investigate the prevalence and factors related to dyslipidemia among university academic staff and students in Bangladesh.MethodsA total of 533 participants (302 academic staff and 231 students) were enrolled in this cross-sectional study. A simple random sampling technique was used to enrol the participants. Fasting blood samples were obtained from the participants, and serum levels of triglycerides (TG), total cholesterol (TC), high-density lipoprotein cholesterol (HDL-C) and low-density lipoprotein cholesterol (LDL-C) were measured using the standard methods. Dyslipidemia was defined according to the National Cholesterol Education Program Adult Treatment Panel III (NCEP-ATP-III) model guideline. Multivariable logistic regression was conducted to identify the factors related to lipid marker abnormalities.ResultsOverall, the prevalence of dyslipidemia was 81.5%, of which 85% was in staff and 76.5% in students. A significant difference was found in the prevalence of dyslipidemia between males and females only in the student group (p < 0.01). Among staff, hypertriglyceridemia prevalence was 49.7%, hypercholesterolemia 23%, high LDL-C 24.7% and low HDL-C 77.3%. On the other hand, hypertriglyceridemia prevalence was 39%, hypercholesterolemia 25.6%, high LDL-C 26.5% and low HDL-C 69.3% among students. The most common lipid abnormality was low HDL-C in both groups. The prevalence of mixed dyslipidemia was 14.2% and 14.1% in staff and students, respectively. According to the regression analysis, increased age, obesity, diabetes, and inadequate physical activity were significantly associated with dyslipidemia.ConclusionsDyslipidemia was prevalent among the majority of the study participants. Increased age, obesity, diabetes, and inadequate physical activity were significantly associated with dyslipidemia. The study’s results highlight the importance of implementing interventions to address the associated risk factors of dyslipidemia among academic staff and students in Bangladesh.

Accessibility to Tertiary Education Trust Fund (TETfund) and Effect on Academic Staff Job Performance in Southwest Universities, Nigeria

Purpose: The study examined the accessibility to Tertiary Education Trust Fund (TETfund) interventions and its effect on academic staff job performance in universities in Southwest, Nigeria.&#x0D; Methodology: Descriptive survey research design was adopted for the study. The population consisted of 11864 Nigeria public universities academic staff. Nine hundred and twenty-seven (927) universities’ academic staff constituted the sample for the study. TETfund Interventions Questionnaire (TIQ) was administered on other academic staff while Academic Staff Job Performance Questionnaire (ASJPQ) was used by Heads of Departments (HODs) to assess the performance of academic staff. The face and content validity of instruments were ensured by experts in test and measurements. The consistency of the instruments was carried out using test-retest method. Coefficients of 0.86 and 0.87 were obtained for TIQ and ASJPQ respectively. Research question was answered using frequency counts and mean. Hypotheses were tested using Pearson Product Moment Correlation coefficient (PPMC). All hypotheses were tested at 0.05 level of significance.&#x0D; Results: The results revealed that there was a positive relationship between research, conference, further study grants and academic staff job performance. It also revealed that the universities and the academic staff cannot easily access research grant, conference attendance grant and further study grant that are provided through TETFund.&#x0D; Unique Contribution to Theory, Policy and Practice: The study has been able to make case for the review of policy frameworks of TETFund in order to make more impact in the area of knowledge creation and sharing. Furthermore, the interventions that are needed to guarantee optimal outputs from university academic staff were identified.

Awareness and Attitude of University Academic Staff towards Sustainable Development Goals in Oyo State, Nigeria: A Gender and Education-Based Analysis

Purpose: This research aimed to examine the level of awareness and attitude of university academics towards Sustainable Development Goals (SDGs) in Oyo State, Nigeria, considering gender and education as influencing factors.&#x0D; Design/Methodology/Approach: A descriptive cross-sectional study was conducted among 233 academic staff members from selected universities in Oyo State, using convenience sampling. This study employed a semi-structured questionnaire to measure the awareness level and attitude towards SDGs. Descriptive and inferential statistics, including chi-square tests, were performed using SPSS version 20.0.&#x0D; Findings: The study found a satisfactory but average level of awareness towards SDGs among academic staff. Male staff showed slightly higher awareness than females, although the difference was not significant. The attitude towards SDGs was also satisfactory, with male staff displaying a more positive attitude. Higher education levels, such as doctorate degrees, correlated with higher awareness and more positive attitudes towards SDGs.&#x0D; Implications/Originality/Value: The study highlights the need for targeted interventions to enhance awareness and attitude towards SDGs among university academic staff in Oyo State, Nigeria. Strategies should focus on addressing gender disparities and providing educational programs that cater to diverse academic backgrounds. By leveraging the findings, universities can develop initiatives to promote SDG awareness and cultivate a more positive attitude among academic staff. Furthermore, the study provides a foundation for future research to investigate the factors influencing awareness and attitude towards SDGs among academic staff in different regions and countries.

Professional Development for Islamic Religious Education and Madrasah Teacher

In Indonesia, PPG (Pendidikan Profesi Guru/Teacher Professional Development) program is designed for in-service teachers to develop their competence and professionalism to meet national education standards. This program requires participating teachers to take UKMPPG (Uji Kompetensi Mahasiswa Pendidikan Profesi Guru/Competence Test for Teacher Professional Development) which covers both UP (Uji Pengetahuan/Knowledge Test) and UKIN (Uji Kinerja/ Performance Test). This study aims to examine teachers’ performance in UKIN test held by LPTK (Lembaga Pendidik dan Tenaga Kependidikan/Teacherand Academic Staff College) UIN Sunan Gunung Djati. Data was collected using observation and documentation techniques. Data analysis was done using a qualitative descriptive method. The results showed that LPTK UIN Sunan Gunung Djati has provided good facilities to support the implementation of the PPG program. There are eight types of subjects tested in UKIN. There are differences in scores between classes in the UKIN test which shows variations in scores for each class with a total of 11 class intervals. The passing score for the UKIN test in 2021-2022 is 99.56%. The results of this research are expected to contribute to policy making related to the implementation of PPG in the Ministry of Religious Affairs in Indonesia.

Prevalence of Work-Related Musculoskeletal Disorders and Quality of Work Life Among a Nigerian University Academic Staff

Musculoskeletal disorders are commonest work-related illnesses causing significant economic burden in terms of lost wages, treatment, and compensation. The study assessed the prevalence of work-related musculoskeletal disorders (WRMSKD) and quality of work life (QWL) among University of Medical Sciences academic staff. Fifty nine academic staff (36 males, 23 females) were purposefully recruited for the study. Questionnaire on Nordic, Quality of work life and Visual Analogue Scale were used to assess the prevalence WRMSKD, QWL and pain intensity. Questionnaires were given the respondents; they were retrieved after they due completion. Data were analyzed using descriptive and inferential statistics. Alpha level was set at P&lt;0.05. Results showed that 51 (86.4%) reported 12-months prevalence of WRMSKD. Thirty-six respondents, (61%); reported WRMSKD in the last 7 days. The body part most affected was the neck (33 55.9%); 51(86.4%) reported that pain was caused by work. There was an inverse relationship between pain intensity and each of work experience (r = -0.289, P = 0.026), cadre (r = -0.312, P = 0.016) and extra working hours (r = -0.372, P = 0.004). This study showed that there was high prevalence of WRMSKD among academic staff and neck was most prevalent. Pain intensity was inversely related to each of the work experience, cadre, and extra-working hours.

Caste Identities and Structures of Threats: Stigma, Prejudice and Social Representation in Indian universities

Caste is a complex ontological construction. Despite several anti-caste movements and constitutional provisions, caste exists in the Indian psyche as part of everyday life. Even in the advent of globalization, caste continues to foster social and economic inequalities and exclusion in newer forms and perpetuates violence. The available research on caste-based stigma and humiliation provides a limited understanding as it deals with Dalits only; and ignores caste-Hindus (upper-caste) agency. Based largely on qualitative data collected at an intense three-day workshop, including two Focus Group Discussions and a year-long ethnography, this article illustrates the micro processes of everyday life experiences of caste-based stigma and humiliation among university students, academic staff and administrative staff. It explores subtle and overt caste discrimination, prejudices and stereotypes existing in the spatial morphologies of Indian higher education, its perpetuation on campuses and its impact on students’ psyche. It highlights the dearth of scholarship in this area of caste identity and stigma; and proposes nuanced questions for future research to understand why universities in India are turning into places of social defeat for Dalit and OBC students. The article argues the basis of caste discrimination and humiliation in universities is not the same as it exists in other social institutions. Instead of asserting conclusions on this matter we set out justifiable lines of inquiry. There are two issues that this article examines: first, how students in Indian higher education evolve strategies for coping with threatened identities. Second, what structural repair in higher education is required to heal the wounded (caste) psyche?

The moderating effect of gender on the salary equity-affective commitment link: An empirical study of university academic staff in Egypt

This study aimed to examine the relationships between perceived internal and external salary equity and affective commitment, as well as the moderation effect of gender on these relationships among university academic staff in Egypt. Structural equation modeling was used to test the study hypotheses, based on data obtained through a face-to-face questionnaire survey of 246 academic staff members conveniently-sampled from eight Egyptian universities located in Greater Cairo. The findings of the study disclose: (1) a significant positive relationship between perceived internal salary equity and affective commitment; (2) a significant positive relationship between perceived external salary equity and affective commitment; and (3) that the relationship between perceived internal salary equity and affective commitment is stronger among males. Despite the fact that this study is, methodologically, a replication of other previous studies, it still contributes new insights from Egypt to the predominantly Western and Asian literature on the perceived salary equity-affective commitment link. Additionally, the study examines the neglected moderation effect of gender on this link.

Analysis of Academic Staff Profile for the Assessment of Productivity: A Case of Akwa Ibom State University, Nigeria

This study analyses the academic staff profile for the evaluation of productivity for possible reclassification of academic staff on the basis of their scores, using the Akwa Ibom State University as a case study. Data for the research was obtained from 388 academi staff members on pensionable appointment across the 38 departments as at August 2022, with respect to the highest qualification (Q), years of service in Akwa Ibom State University (Y), and number of research publications (R) respectively. The test for conformity of academic staff distribution with NUC staff mix revealed non-compliance of Akwa Ibom State University academic staff distribution with the National Universities Commission (NUC) academic staff mix of 20%, 35% and 45% for Professors/Associate Professors, Senior Lecturers, and Lecturers I/below, respectively. The discriminant analysis and classification justified the academic manpower deficiencies and revealed high productivity of Lecturer I/below with Doctorate degree, which can make up the 35% staff mix as required by the NUC benchmark minimum academic standard.

Ethical Considerations in Authorship and Postgraduate Supervision in Universities in Kenya

The emergence of knowledge economy has put premium on higher education. This has led to a rise in the number of postgraduate training and reforms in higher education. Research, a core mandate of institutions of higher learning, should enable states to meet development needs. Research for development will require the highest standards possible in the conduct of research. This has led to calls for research ethics to protect individuals, communities and the environment. In this study, we explore ethical considerations in authorship and postgraduate supervision in universities in Kenya using a desktop survey. The study established that in Kenya, Universities Standards and Guidelines 2014 and Harmonized Criteria and Guidelines for Appointment and Promotion of Academic Staff in Universities in Kenya have apportioned the highest score on research and publication for appointment and promotion of academic staff in universities. This is likely to trigger unethical practices, increase authorship disputes and undermine collaborative research. The existing framework does not provide for a criteria on authorship listing; and the mandate of Institutional Ethics Review Committees (IERCs) is limited to approval of research proposal and treatment of human participants. Universities in Kenya have developed procedures for appointment and specified the responsibilities of supervisors of postgraduate students. However, very little has been done to train and inculcate research ethics in postgraduate students and supervisors. To mitigate these, universities should develop criterion for awarding publication credit. IERCs should expand their mandate to include ethical consideration beyond a research proposal and universities should train supervisors on supervision and research ethics before appointment. Further research is required to determine the preparedness of supervisors of postgraduate students in Kenya in the responsible conduct of research. Keywords: research ethics, authorship, supervision, universities. Kenya DOI: 10.7176/JEP/14-15-03 Publication date: May 31 st 2023

Unlocking the black box of HPWPs-performance relationship in Vietnamese higher education context: the case of Ho Chi Minh City’s universities

ABSTRACT Resting on social exchange theory and the Ability-Motivation-Opportunity framework, this research examined the causal relationships between high-performance work practices, climate for engagement, job engagement, and job performance in the context of Vietnamese higher education. A multiphase, multisource data collection method was applied to 394 pairs of full-time academic staff and their line managers or supervisors working for 14 public and private universities in Ho Chi Minh City, Vietnam. Using SEM and MSEM to analyze the data, the research pinpointed that of the three dimensions of high-performance work practices, ability-enhancing and opportunity-enhancing practices had significant and positive influences on Vietnamese university academic staff’s job engagement. Climate for engagement was a crucial mediator in the influences of ability-enhancing and motivation-enhancing practices on Vietnamese university academic staff’s job engagement. As their job engagement increased, it led to an improvement in their job performance. These significant findings explain how high-performance work practices promote Vietnamese university academic staff’s job performance.

Factors Preventing Public University Academic Staff Involvement in Trade Unions

Trade unions in Malaysia play an important role in upholding workers' rights through collective voice and consultation with employers to defend the interests of their members. However, there are various factors that prevent the academic staff of public universities from engaging with trade unions in their universities. The focus of this study is to identify factors that hinder the involvement of public university academic staff in trade unions. This study uses quantitative and qualitative methods to achieve its objectives. A total of 168 academic staff members responded to the questionnaire. The quantitative data obtained is then analysed using SPSS software. A structured interview session involving 13 informants among members and non-trade union members was also conducted. The results showed that the level of factors hindering the involvement of academic staff was moderate. While qualitative findings found four factors that hinder the involvement of academic staff in trade unions, namely (i) the roles and functions of trade unions, (ii) the influence of friends, (iii) the terms of membership, and (iv) personal responsibility. The study suggests that public university trade unions should organise various awareness programmes for academic staff to encourage their participation in trade unions.

Knowledge Management and Academic Service Quality on Organization Performance

Knowledge management (KM) in education is considered an approach that enables people to collect information, share and use knowledge to improve organizational performance through educational programs, student outcomes, and effective decision-making of work processes. Organizational performance in the university includes student satisfaction, research productivity, curriculum, academic staff responsiveness, and research rankings. KM through the adoption of advanced technology enables organizations to implement better processes, strong and good collaborative structures, knowledge and information sharing, and problem-solving tools. However, limited studies examine the determinants of the KM process and their relationship to university performance through academic service quality from an educator's perspective. In this study, we proposed a theoretical research model to investigate the determinants of the KM process and examine its relationship to university performance through academic service quality. Data collected from 71 academic staff in universities were used to test the hypotheses with structural equation modelling – Partial Least Square. The results showed information technology and culture have a positive impact on the KM process. Quality of academic services partially mediates knowledge management and university performance. KM process and quality of academic services determine and influence organizational performance substantially (f-square=77.6 %). Finally, among the KM processes, knowledge discovery was found to have the highest effect size on organizational performance. However, KM enablers consisting of rewards &amp; incentives, and organizational support were not proven to influence the KM process. Both culture and IT capabilities must be considered by universities in supporting the KM process and building a culture that supports sharing and utilizing knowledge in every task. Additionally, this capability can help improve the quality of academic services which leads to increased organizational performance.

Nutritional literacy levels of university academic and administrative staff: A cross-sectional study from Turkey.

This study aimed to evaluate the nutritional literacy levels of university academic and administrative staff. Data were collected with a questionnaire including sociodemographic variables, some eating habits, and the Nutritional Literacy Assessment Tool of Adults. A total of 413 individuals, 211 women (51.1%) and 202 men (48.9%), aged 23-64 (mean: 37.41 ± 10.04 years), were included in the study. The data obtained were evaluated with the SPSS 25.0 statistical package program. It was found that the nutritional literacy level of 18.15% of the participants is at the borderline, 81.85 are sufficient. Women's nutrition literacy scores are significantly higher than men's (p = 0.034). A significant relationship was found between nutritional literacy, socioeconomic status, and some eating habits (p < 0.05). The average daily water consumption of individuals with sufficient nutritional literacy is statistically significantly higher than those with borderline nutritional literacy (p < 0.001). It was determined that individuals with borderline nutritional literacy skipped meals more frequently (p < 0.05). The present study suggests that nutritional literacy may be effective in developing healthy eating behaviors. The study's results can guide the determination of methods that will improve nutritional literacy and increase awareness in the future.

Adherence to Ethical Principles in Research among Academic Staff in Universities in Cross River State, Nigeria

The study was aimed at assessing academic staff adherence to fundamental ethical principles in research in universities in cross River State, Nigeria. Three research questions were raised and hypothesis. Relevant literature were reviewed according to the variables of the study. The study adopted an expost facto research design with a stratified and purposive sampling technique to select a total of 500 academic staff from the two major universities in the state (Universty of Calabar and Cross River University of Technology, CRUTECH ). A questionnaire developed by the researcher and was well validated and pilot tested using Cronbach alpha reliability estimate whose coefficients for the four sub scales ranged from.78-81 was used for data collection. Data were collected by the researchers and shall be analysed using simple percentage and the result showed that academic staff adherence to ethical principles of informed consent, confidentiality and beneficence has been very poor. It was recommended that staff should be trained on how to apply ethical considerations in their research practices. That papers that are published must show how ethical considerations are followed before accepted for publications. That this aspect of research must be properly emphasized in the research lessons.

Mobbing Perceptions of Academic Staff

Mobbing is defined as psychological attack to the individuals. In this sense, mobbing behaviour is especially applied to employees in both public and private organizations and generally inferiors are exposed to these kind of attacks by their superiors/supervisors. In addition, mobbing is also a growing problem in educational organizations, especially in universities. In this sense the academicians who are exposed to emotional attacks, cannot proceed in their scholarly activities; because of the fact that mobbing creates a number of physical and psychological problems on them. Furthermore, mobbing behavior not only affects their academic success but also their private life; in the sense that they are affected psychologically and they lose their psychological and mental health, as mentioned. In this frame, the purpose of this study is to reveal the perceptions and attitudes of academic staff in universities towards mobbing. In the scope of the research, academicians that work in foundation universities in the city of Istanbul, Türkiye are defined as the sample. A total of 166 academicians have participated in the research. The gathered data is analyzed via SPSS 22.0 package programme. According to the results, there is statistically significant difference between the socio-demographic (gender, age, marital status, monthly income, academic department, academic experience) characteristics of academicians and their attitudes towards mobbing.

Turkish Shipyards During COVID-19 Pandemic

It might be unimaginable to anticipate the pandemic but taking the initiative in measures when Covid-19 occurred was critical to success. However, the impact of this worldwide pandemic, ever known in World History, was predictable. Covid-19, the largest known pandemic in world history, will cause social, economic, and political changes. Country governments, non-governmental organizations, and companies have developed new skills and competencies to overcome the economic and social crisis caused by the pandemic with minimum damage. This paper aims to investigate the effects of the pandemic and the measures taken in Turkish shipyards in the first phase of the Covid-19 pandemic with the cooperation of GISBIR and Istanbul Technical University Academic staff. Firstly, current academic studies were reviewed by conducting a literature search. Then, GISBIR data sheets, Baltic Dry Cargo Index, shipyard order book statistics, and employment statistics were evaluated as primary data. The shipyards' websites and the sector managers' reports are secondary data. Despite the pessimistic news, academic studies, and surveys published during the outbreak's initial phase, the authors could not find any evidence to indicate the medium-term negative impact of Covid-19 on Turkish shipyards. Although the Baltic Dry Index showed a decline in the first quarter of 2020, it rose right after the second quarter, and the shipyard order book statistics increased. Employment statistics, on the other hand, continued to increase gradually. Recovery depends on the shipyards overcoming the harmful effects of the crisis by investing in continuous improvement efforts, green technology, and systems, with the support of GISBIR, giving importance to effective crisis management and distinctive ship production.

The impact of monetary reward on job satisfaction among university academic staff, a comparative study of public and private universities in Gezira State, Sudan (2021)

The impact of monetary reward on job satisfaction among university academic staff, a comparative study of public and private universities in Gezira State, Sudan (2021)

Food insecurity among university students, professional and academic staff at the University of Tasmania

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Female university academics' reflections on the development of their academic careers in the Norwegian higher education context

The present study aims to get insight into how female university academic staff in teaching positions at various levels reflect on the development of their careers in higher education. A qualitative method was used with a participatory action research approach. The data were collected in the form of a workshop and analysed using the story dialogue method. Academic jobs, which are a mixture of teaching and research-related tasks, require that individuals prioritize their time well to be able to do research. In addition, the understanding and support of colleagues and management are crucial to achieving expected research results.

Employee Engagement and Job Performance among Academic Staff in Public Universities in Uganda

The purpose of this study was to find out the relationship between employee engagement and job performance among university academic staff. The study, conducted at Makerere University, was guided by questions on the levels of engagement and performance among academic staff. A null hypothesis on the significance of employee engagement and job performance was also stated for investigation. The population of the study was comprised of 485 academic staff from10 different schools. A sample of 136 respondents was reached using a selfadministered questionnaire containing closed-ended items along a Likert scale as well as open-ended questions. Analysis was done using the Statistical Package for Social Sciences (SPSS) version 21 by way of sums, means, frequencies, percentages and a bivariate, Pearson correlation coefficient. The findings, based on percentages and in agreement with statements, revealed that both employee engagement and job performance levels were high. There was a positive significant relationship between employee engagement and job performance (r=.391, p&lt;0.05). The null hypothesis was rejected, meaning that engagement levels impact on performance. The recommendations, basing on the findings, focused on central and section managers developing strategies to heighten engagement levels in order to improve performance. This includes timely disbursement of financial and non-financial rewards, involvement of staff in decision, proper management of performance with reference to acceptable, barrier-free and well-scheduled appraisals as well as the provision of a conducive working environment.