Administrative Staff In Universities Research Articles

高校基层行政人员激励机制研究

高校基层行政人员激励机制研究

ÜNİVERSİTE ÇALIŞANLARININ PARA İNANIŞLARININ VE DEMOGRAFİK ÖZELLİKLERİNİN BELİRLENMESİ

The importance of psychological issues is increasing day by day in financial studies. When the subject is the human factor, a lot of unknowns arise. For this reason, the study of human perceptions and the attitudes of individuals constitutes an important research area in money related research. The purpose of this study, attitudes towards money of university employees in Turkey and the uncovering of belief. In this way, the research; it is believed to be helpful in using money, managing and achieving financial goals. In the study, a questionnaire was applied to the academic and administrative staff of universities in the Western Black Sea Region. Separate analyses were applied for both groups (Academic and Administrative staff) and the results were compared. Factor analysis was used to determine the validity of the scale used in Turkey. As a result of the analysis, it was revealed that the number of factors for both groups consisted of 4 factors as in the original study. In addition, the relations between the demographic characteristics and the factors were examined and the results regarding the status of academic and administrative staff were revealed. Various comments are given on the obtained results.

Abstract ID : AIMC-2020-EBM-529 Do Students in Engineering Universities behave like Employees/Co-workers? Exploring Relationship of Islamic Work Ethics and Organizational Behaviors among Engineering Students.

This study explores the relationships between Islamic Work Ethics (IWE), workaholism (WA) and positive and negative Organizational Behaviors (OBs) amongst Engineering Students. Most of the researchers have studied OBs and ethics among faculty or administrative staff in universities. Study of these behaviors among students is a novel area of research. This study proposes an integrated framework of Islamic Work Ethics (IWE), Organizational Citizenship Behavior (OCB), Constructive and Destructive Deviant Behaviors, and workaholism (WA) with the productivity (CGPA) of engineering students and empirically investigates the relationship between productivity, behaviors and ethics and moderating effect of IWE on the relationship of OCB and productivity of engineering students using Preacher and Hayes Technique. This research makes a number of significant contributions: (1) organizational behaviors are explored among engineering students which were previously studied among faculty members/employees only (2) a model of behaviors, ethics, WA and productivity is prepared using hierarchical regression which was not available in literature. The findings and implications are discussed along with future research guidelines. The findings here are important for practitioners and scholars for better understanding of relationship of OBs, WA and ethics with the productivity of engineering students in order to enhance their productivity through promotion of desired behaviors amongst them.

Exploring Relationships of Positive and Negative Organizational Behaviors (OB) with the Productivity of Engineering Students

This study explores the relationships between positive and negative Organizational Behaviors and Workaholism; and the relationship of these OBs with productivity and gender of engineering students in Pakistan. Most of the researchers have studied OBs among faculty or administrative staff in universities. The study of these behaviors among students is a new area. An eight-stage innovative qualitative codebook thematic analysis was used to analyze semi-structured interviews from 22 faculty members to explore the relationships of OBs with productivity and gender of engineering students. A comprehensive model of relationships between OCB, DB, WA, and the productivity of engineering students has been built which was previously missing from contemporary literature. Gender has also been found to have a relationship with various behaviors. The findings here are important for practitioners and scholars for a better understanding of the relationship of OBs with the productivity of engineering students, to enhance their productivity through the promotion of desired behaviors.

Creative leadership and motivation of university employees

 High quality work of scientific, pedagogical and administrative staff of universities is conditioned by their high motivation and conviction about the meaningfulness of their contribution to the science, students, and society. A deeper examination of academic motivation, made through analysis, synthesis, comparison and generalization of theoretical knowledge on leadership and motivation, indicates that motivation is influenced by many objective and subjective, quantitative and qualitative factors. Quality of managers’ influence, respectively creative content of leadership and general managerial facilitation that managers utilize in affecting work behavior and performance of employees can be include to the strongest factors which affect the motivation. Paper is intended to investigate the motivation of universities members and its conditionalities. Methodological part of the paper contains the results of sociological questioning conducted on a sample of 122 employees of University of Zilina and focuses on examining dependence of the leadership style performed from the part of managers and the strength of motivation perceived by the university members. Specifically, three basic leadership styles are examined: authoritative, neutral and participative, versus three basic dimensions of the motivation: motivation to quality work; motivation to increase own knowledge and skills; and motivation to submitting new proposals. Applying chi-square test, the dependence of leadership style and level of motivation was confirmed in all three motivational dimensions; application of creative, participative leadership causes a higher degree of motivation. Subsequently, there is investigated in the paper whether the strength of motivation is also influenced by creating an atmosphere of trust, belongingness and encouraging to new proposals by the manager, and whether creating such a positive atmosphere is affected by the quality of leadership style. Through the use of Pearson’s test and Kendall’s test, dependence was also confirmed. Conclusion of the paper presents a set of recommendations which might be contributive for the universities executives when strengthening the motivation of universities members and improving their competitiveness and contribution to society and its progress.   Keywords: university employees and managers; leadership; motivation; survey, dependence

Creative leadership and motivation of university employees

 High quality work of scientific, pedagogical and administrative staff of universities is conditioned by their high motivation and conviction about the meaningfulness of their contribution to the science, students, and society. A deeper examination of academic motivation, made through analysis, synthesis, comparison and generalization of theoretical knowledge on leadership and motivation, indicates that motivation is influenced by many objective and subjective, quantitative and qualitative factors. Quality of managers’ influence, respectively creative content of leadership and general managerial facilitation that managers utilize in affecting work behavior and performance of employees can be include to the strongest factors which affect the motivation. Paper is intended to investigate the motivation of universities members and its conditionalities. Methodological part of the paper contains the results of sociological questioning conducted on a sample of 122 employees of University of Zilina and focuses on examining dependence of the leadership style performed from the part of managers and the strength of motivation perceived by the university members. Specifically, three basic leadership styles are examined: authoritative, neutral and participative, versus three basic dimensions of the motivation: motivation to quality work; motivation to increase own knowledge and skills; and motivation to submitting new proposals. Applying chi-square test, the dependence of leadership style and level of motivation was confirmed in all three motivational dimensions; application of creative, participative leadership causes a higher degree of motivation. Subsequently, there is investigated in the paper whether the strength of motivation is also influenced by creating an atmosphere of trust, belongingness and encouraging to new proposals by the manager, and whether creating such a positive atmosphere is affected by the quality of leadership style. Through the use of Pearson’s test and Kendall’s test, dependence was also confirmed. Conclusion of the paper presents a set of recommendations which might be contributive for the universities executives when strengthening the motivation of universities members and improving their competitiveness and contribution to society and its progress.   Keywords: university employees and managers; leadership; motivation; survey, dependence

The Effect of Job Burnout on Employees’ Satisfaction: A Comparison Study between Public Universities and Private Universities in Jordan

<p>This study seeks to shed light on the phenomenon of job burnout, and its prevalence amongst the staff and seeks to address the issue of the level of job satisfaction in Jordanian universities, together with the examination of the effect of job burnout on job satisfaction. The study adopted a descriptive analytical approach through a comparative study between public universities and private universities, and used the questionnaire as basic tool for data collection, which was distributed to a sample of (200) members of the administrative staff in Jordanian public and private universities. The study found that the degree of job burnout experienced by the administrative staff in the university sector was more than average, Showed that low personal performance dimension has ranked the first as the most persistent job burnout dimension then physical and emotional exhaustion then negative attitude towards relationships. It observed that the degree of job burnout in public universities was greater than in the private universities. The level of staff job satisfaction in the public universities was less than that observed in private universities. The study showed that no dimension of job morally affects on employees satisfaction in public universities. while only one dimension (low personal achievement) affects employees satisfaction in private universities.</p>

Разработка моделей академического бакалавриата и исследовательской магистратуры в рамках реализации программы модернизации педагогического образования: первые итоги

The article analyzes the results of the first phase of the project "Modernization of Teacher Education", that is developing the academic bachelor and research master program models, modules of educational programs specifically. We attributed project tasks with the results and effects of the project on the basis of development and testing of educational modules and analyzed the module opportunities to implement the principle of variability in the training of teachers, enhance the practical training, and prepare highly qualified specialists for the education system. The results will be of particular interest to teachers and administrative staff of universities, faced with the task of modernizing the educational programs for teachers training, as well as the development of program modules according to the Federal State Education Standard and the teacher professional standard. The approaches and concepts described by the authors are general, so the article may be useful to educational programs developers of other areas at different levels of education.

Job Satisfaction And Gender Factor Of Administrative Staff In South West Nigeria Universities

The study investigated the level of job satisfaction of male and female administrative staff in South West Nigeria Universities. The research design used was a descriptive survey type. The population consisted of all the senior administrative staff in the universities, out of which a sample of 400 respondents made up of 100 respondents from each of the state and federal universities. Two research questions were raised while one hypothesis was generated and tested at 0.05 level of significance, using t-test statistical method. The result of the analysis showed that the level of job satisfaction of administrative staff in both federal and state universities was high. It was also revealed that there was no significant difference in the job satisfaction of administrative staff in the universities. It was revealed that there was significant difference in the job satisfaction of male and female administrative staff in the universities. Based on this findings, it was recommended that the university management should provide more motivational factors that would sustain the tempo of the workers. Also, the university management should design a programme that would make the female workers satisfied value and their work like their male counterparts. So that educational goals would be achieved.

Cracked but not broken

Equality for women (and men) was enshrined in the Treaty of Rome in 1957. Legislatively this has meant that women have been treated in the same way as men, and post-feminist theory suggests that equality battles have been won and that women and men now have equal opportunities. However, when looking into the attainment of women in HE, the concept of equal opportunities seems questionable. Female administrative staff have outnumbered male administrative staff in universities for at least sixteen years. However, there is still an unbalanced gender profile at senior, ie above G9 (spine point >51 on the new single pay framework [UCU 2004]). If for professional managers at levels below that of Grade 10 women outweigh men by on average 62% why at levels at G10 and above do women represent on average only 30% of staff?

A study on the health and stress management of the administrative staff at the university

In fact, administrative staff of universities did not plan to create the mental health care system. Therefore, the purpose of this study is to establish the mental care system for administrative staff at the university. Two health questionnaires, the THI (Todai Health Index) and the CFSI (Cumulative Fatigue Symptoms Index) were used for administrative staff of 406 people from 16 universities and 9 junior colleges. Then, the health conditions of the administrative staff were surveyed and the results of the survey made clear the impact of stress in the administrative staff at the university. And, in the future, it is necessary to introduce “Guideline of the Ministry of Health, Labor and Welfare—Mental health care for labors on the work place” into universities. It is necessary to consider the characteristics of each job in the universities.

Towards professionalisation? Restructuring of administrative work force in universities

This article examines the restructuring of administrative staff in universities through empirically documenting such processes and providing a theoretically founded inter- pretation and analysis of change. The empirical material is drawn from a context of Norwegian universities the last two decades. Two major changes can be observed in this period. First, a period of steep growth in university administration in early 1990s followed by a period of moderate growth and in some cases even decline. The second dominant development pattern in the 1980s and 1990s is the change within administrative staff, which could be interpreted as a professionalisation of administrative staff. The article concludes by presenting possible explanations to the structuring of the administrative work force in universities on the basis of different theoretical approaches to organisational change.

The invisible workers

Where are university administrators placed in texts that are centred around universities? There appears to be either a total confusion in terminology about administration or a complete disregard for administrators' work but in most cases administrative staff in universities are largely invisible. This paper explores a range of texts (academic, government reports and novels) and provides a picture of how the work of administrators and the staff themselves are represented. It examines how they are positioned in the organisation as people, as workers and as power brokers and provides a starting point for further research into how these workers see themselves. “There has been remarkably little systematic study of the roles and values of university administrative staff” (McInnis, 1998, p. 161). Maybe it is time that this was remedied.

The Development of Professional Attitudes Among Administrative Staff in Universities and Colleges of Advanced Education in Australia

This paper reviews the situation of administrative staff in universities and colleges of advanced education with a view to assessing the degree to which they have a professional attitude to their work or might be described in more common terms as professionals. The numbers and functions of such staff in tertiary institutions are surveyed in the first section and some of the factors affecting the attitude of these staff are noted. The second section looks at the definition of a profession and at the alternative terms professionalism and professionalisation in order to establish a basis of comparison. The establishment and subsequent history of the Australian Institute of Tertiary Educational Administrators is then examined to see what light it throws upon the changes of attitude which have taken place in the last few years. In the fourth section the various criteria by which professionalism is judged are reviewed to determine to what extent the attitudes of administrative staff may be regarded as professio...