Faculty Performance Research Articles

Examining university performance and services through discriminant analysis across faculties and college affiliations: A comprehensive mapping of the student experience

Today, there is a greater focus on worldwide academic excellence and quality of education. The industry can be more selective nowadays because there is a wide range of graduates due to a variety of institutions offering many qualifications of different standards and quality. For a higher education institution to be successful, quality of performance and services needs to be ensured and delivered. In this paper, discriminant analysis was used as a means of analyzing the effect of 18 variables upon the dependent variable university’s faculty performance and services which the respondent is affiliated. The study revealed that the student’s overall health had the lowest Wilk’s Lambda value of .930 and the largest Mahalanobis D 2 and significance values of .034 and .001, respectively. In the final model-building, health, inclusive access, and internet accessibility emerge as principal determinants influencing students' engagement with the performance and services of the university. The discriminant analysis can aid educational institutions in identifying their strengths and weaknesses concerning these factors, enabling them to formulate plans for enhancing their performance and services.

Staff Development Initiatives' Effect on Teaching Faculty Performance in Taraba State Higher Education Institutions

The paper examines how staff development programs affect the performance of teaching faculty at higher education institutions in Taraba State, Nigeria. A mixed-methods approach was utilized to collect data, with a focus on respondents' perceptions of staff development programs and their influence on teaching faculty performance. The research sample consisted of 200 persons, including school administrators and instructional personnel. Descriptive statistical analyses were performed to calculate the mean scores and standard deviations of Likert-scale responses to various aspects of staff development programs. Furthermore, hypotheses were tested to determine whether there were any significant relationships between respondents' opinions about staff development activities and teaching faculty performance. According to the survey results, respondents feel that staff development programs improve teaching faculty effectiveness, nurture workplace performance, encourage teacher innovation, and increase job satisfaction. Despite widespread agreement, response variability suggests that people have a diversity of perspectives. Furthermore, the findings indicate a significant relationship between school administration and teaching faculty opinions of the effectiveness of staff development initiatives, emphasizing the need of collaboration and stakeholder participation in educational reform efforts. Based on these findings, recommendations are made to tailor staff development programs to the specific needs of teaching faculty, conduct on-going needs assessments, promote collaboration and peer learning, allocate adequate resources and support, advocate for supportive policies, and conduct rigorous research and evaluation. These aim to improve teaching staff performance, therefore adding to the quality of higher education in Taraba State, Nigeria.

Design, Development and Validation of a Digital Performance Based Appraisal System: A Planned Approach in Change Management

Objectives: In India, the professional performance of the academic faculty is assessed annually using Academic Performance Indicator (API) as per the University Grants Commission (UGC), Government of India. This is a manual model is cumbersome in filling, and time-consuming. As a planned change and a measure to introduce technology-based platforms in JSS Academy of Higher Education & Research (JSSAHER), Mysuru, India, we have designed, developed, and validated digital platform technology to evaluate the annual performance of faculty working in medical, dental, pharmacy, life sciences fraternities. Methods: Academic Performance Indicator (API) guideline as per the University Grants Commission (UGC), Government of India, was used to design and develop the digital performance-based appraisal system (d-PBAS), and its performance was validated (20% random sampling) by comparing the manual and digital data entered by the faculty from different disciplines of JSSAHER. Findings: The present manuscript demonstrates the designing and validation methodology of d-PBAS. Software Development Life Cycle (SDLC) process and Waterfall model was adopted to develop d-PBAS. The digital platform was assessed for the performance and ranking of the faculty. More than 96% of the users expressed satisfaction and 4% expressed dissatisfaction in d-PBAS. Novelty: For the first of its kind in a university set up in India, JSSAHER designed and validated the digital performance-based appraisal system to evaluate academic performance. Since d-PBAS was developed using the SDLC process and Waterfall model it is easy and consumes less time to enter the data. The most important highlight is d-PBAS helps to rank the faculty performance automatically. The design and validation of d-PBAS described in the present manuscript are simple, robust, cost-effective, and have a go-green value. Keywords: Change Management, Higher Education Institutions, Performance­based, Appraisal System, academic Performance Indicator, digital technology

Nurturing the scientific mind: resilience and job satisfaction among Saudi faculty.

This study examines the interplay between psychological resilience, job satisfaction and research motivation among teachers at Saudi Arabian universities. Particular attention is paid to the relationship between satisfaction and academic performance and well-being. The data is based on a survey of 321 faculty members, and descriptive statistics and correlations are used. The research instruments included a self-developed scale to measure these constructs, and data analysis was conducted using SPSS software. The findings revealed moderate job satisfaction levels, with a significant correlation between resilience and both job satisfaction and research motivation. Resilience was identified as a key predictor of job satisfaction, especially among professors compared to lecturers. Uniquely focused on the Saudi academic context, this study offers insights into culturally specific factors affecting academic faculty, underscoring the importance of enhancing resilience and satisfaction within academic settings. These implications align with Saudi Arabia's Vision 2030 goals, suggesting targeted strategies to improve faculty well-being and performance.

Advancing scholarly excellence at midcareer: the influence of exceptional others on faculty professional growth

PurposeThere is a need to support midcareer faculty who have demonstrated scholarly success but require additional development. The purpose of this study was to explore the effects of an initiative for “star faculty” at midcareer, with an emphasis on the role of exceptional others in their professional growth.Design/methodology/approachThis is an exploratory, single-site case study of a midcareer faculty excellence initiative. Data sources include document/site analysis and individual interviews.FindingsFindings reveal the value of “exceptional others” in professional growth among high-performing midcareer faculty. Perceptions about excellence at midcareer emerged as an antecedent to developing midcareer faculty members. Analysis generated themes in behaviors related to supporting midcareer scholars’ professional growth.Research limitations/implicationsThis study is an initial step toward refining concepts such as exceptional others, academic stars and scholarly advancement within the academy. There is a need for equity-minded research about these topics. In addition to replication across institutional and disciplinary contexts, there is also a need for longitudinal mixed-methods studies of midcareer faculty mentoring outcomes over time.Practical implicationsThe study points to the role of the institution and its senior faculty in fostering midcareer scholarly excellence. Mentoring and development around individualized goals may be of value in addition to an emphasis on clarity around institutional expectations and norms in faculty performance reviews.Originality/valueMidcareer faculty are a crucial component of the academy, yet they are often overlooked as needing career support, resources and development. This study focuses on mentoring and coaching for postsecondary faculty at midcareer and the role of exceptional others in facilitating faculty professional growth.

Professional Development Programmes: Practices and Impacts

Professional programmes like trainings, workshops, symposiums, conclaves, conferences, and similar development opportunities play a significant role in enhancing faculty professional skills and ultimately nurturing quality ecology within an institution. This study attempted to analyze the practice of such programmes during the last five years at J S Campus Lahan, Siraha, how they have been practically prioritized by the faculty members and this institution, and what impacts are being observed so far. It applied the mixed research design and the sample of study included faculty members, RMC coordinator, and Heads of the institution. The data from them were collected through interview and questionnaire, and also from the RMC/administrative records about the programme practice and the graduate products. The analysis was developed discussing the nature of the programmes, their occurrences, participation of the faculty, and the impacts on the faculty performance and the institution as well. The results showed that such programme practice was good but its products revealed the worst, an action to be considered soon. Finally, some initiatives are recommended for healing such a bizarre research scenario with this leading institution of Madhesh Province.

Professional Standards for Teachers Landscape in the Standpoint of Teaching Profession: Insight from Higher Education Institution (HEI) Instructors

This descriptive research explores the insights of the instructors in the Higher Education Institution (HEI) about the professional standards for teachers along with the domains to identify the level of their proficiency. There were eighty-four instructors who served as participants in College of Education of Ifugao State University. Survey questionnaire and interview guide questions were utilized in this study to determine the proficiency level and challenges in the implementation of professional standards for teachers. Mean was used in the descriptive statistics while thematic analysis was utilized in the qualitative part. Relevant findings stressed the importance of customized professional development, long-term faculty evaluation, cultural sensitivity, and community and personal involvement. Effective and engaging training methods, feedback, and efficient resource allocation are vital for faculty development. As to the challenges, three distinct themes were derived as to the following: failure to adhere to guidelines, poor administrative supervision; and lack of training and technical assistance. The research output aimed to intensify instructors’ delivery of quality instruction and governance, to provide valuable guidance to improve faculty performance, and to cater to instructors’ diverse needs along with professional standards.

Multicriteria decision analysis tool for faculty performance evaluation in higher education institutions

Higher education institutions (HEIs), which are the major economic drivers in a nation, rely on their faculty for quality. The quality of faculty performance is assessed through performance appraisal methods. Performance appraisal methods help management assess the performance of employees and further the scope of improvement. Traditional methods of performance evaluation based on quantitative data involve more mathematical calculations than scientific approaches. The drawback of these methods is that they consider overall scores and not the individual factors of performance. This is exceptionally relevant when there are multiple disciplines in HEIs. In this study, the Multi-Criteria Decision Analysis (MCDA) model using MACBETH is used to explore its usefulness in explicitly dealing with the trade-offs between performance measures, making the process of performance measurement and management more transparent and defendable. Faculty performance across different disciplines was considered in this study, and faculty performance was evaluated using the MACBETH score. The advantage of MACBETH is that weight can be assigned to specific criteria, and accordingly, analysis can be carried out. Based on which criteria are assigned the highest weight, that factor is considered for the final output. In this study, the results obtained showed significant differences in the performance rankings of the faculty members when compared to those of the traditional methods, suggesting that the FSTs are useful tools for performing performance appraisals.

Sistem Pendukung Keputusan Evaluasi Kinerja Dosen Program Studi Rekayasa Keamanan Siber Berbasis Website Menggunakan Metode Fuzzy Tahani

This research applies the Fuzzy Tahani method to a decision support system for evaluating the performance of faculty members in the Cyber Security Engineering Study Program at Bhakti Semesta Polytechnic. The Fuzzy Tahani method is expected to assist in processing data from faculty performance evaluation questionnaires and improve the accuracy of reporting and calculations. The Research and Development method is used as an approach to systematically address the issues. The decision support system for faculty performance assessment was successfully developed using the Fuzzy Tahani method with PHP programming language. This system is expected to help determine the level of student satisfaction with faculty performance and enhance faculty effectiveness. The test results show that the employed Fuzzy Tahani method achieved 100% accuracy, comparing manual calculations with the system's calculations. With the implementation of this system, the processing of faculty performance evaluation data becomes more efficient and accurate.

Patent information system of iranian medical universities: A need assessment research

University patent information systems can help evaluate university performance, create patenting policies, and meet researcher information demands. Since information system development is time-consuming and expensive, it is important to ensure the need for the system and include users in the process. This study aims to assess the need for Patent Information System of Iranian Medical Universities (PISIMU). In this cross-sectional descriptive study, a need assessment was conducted among the potential users of PISIMU. A researcher-made questionnaire was used to collect the required data. Descriptive and analytical statistics and the SPSS software were used for data analysis. The findings showed that both Iran's Ministry of Health and Medical Education and Iranian medical universities continuously collect information to assess university and faculty performance. The respondents thought that PISIMU was necessary for managing and providing patent information (60.4 %), evaluating university/faculty performance (84.6 %), increasing industry collaboration and investment (90.1 %), and motivating inventors to innovate (80.8 %). It is necessary to consider the users' needs and specified objectives in developing PISIMU.

Financial Sustainability and Faculty Performance: An Exploratory Study of Universities in Southwest Nigeria

Purpose: The study examined the relationship between financial sustainability and faculty performance in a university in Southwest, Nigeria. Methodology: The study a adopted descriptive survey research design. The population of the study comprised all the 4, 7540 in all public universities in Southwest, Nigeria. The sample for this study was 300 respondents from 10 public universities in Southwest, Nigeria. Multi-stage procedure which involved, simple random, proportionate and purposive sampling techniques was used to select the sample for the study. Two sets of instruments tagged “Financial Sustainability Questionnaire (FSQ)” and “Faculty Performance Questionnaire (FPQ)” were used for the study. The two instruments were validated by experts. Both FSQ and FPQ had reliability coefficients of 0.70. The data were analyzed using descriptive and inferential statistics. The descriptive statistics of frequency counts, percentages, mean and standard deviation were used to answer the research questions while the inferential statistics involving Pearson Product Moment Correlation were used to test the hypothesis. The hypothesis was tested at a 0.05 level of significance. Findings: The study revealed that the level of financial sustainability of Universities in Southwest, Nigeria was moderate while the level of faculty performance was moderate. The study also showed that financial sustainability was significantly related to faculty performance in the university. Recommendations: Based on the findings of the study, it was recommended that Universities in Southwest should be adequately funded for sustainability to enhance the job performance of faculty members.

The Effect of Equal Employment Opportunity on Faculty Retention and Performance in Higher Education

The Effect of Equal Employment Opportunity on Faculty Retention and Performance in Higher Education

Identifying the Competency Model Dimensions of Faculty Members (Case Study: Farhangian Universities in Tehran)

Purpose: The objective of this study was to identify and delineate the competency model dimensions essential for faculty members at Farhangian Universities in Tehran. This research aimed to explore the specific competencies necessary to enhance the effectiveness and professional development of faculty in an educational setting. Methodology: This qualitative study employed semi-structured interviews to gather data from 29 faculty members across various departments at Farhangian Universities in Tehran. Participants were selected using purposive sampling to ensure a diverse representation of experiences and perspectives. Theoretical saturation was achieved to ensure the comprehensiveness of the data collected. Thematic analysis was used to analyse the interview transcripts and identify key themes and categories representing faculty competencies. Findings: Five main themes representing essential faculty competencies were identified: ethical competencies, scientific competencies, research competencies, communication competencies, and information technology competencies. Each theme comprised several categories detailing specific competencies, such as individual integrity, pedagogical expertise, research skills, interpersonal communication, and technological proficiency. Conclusion: The study highlighted a comprehensive set of competencies required by faculty members at Farhangian Universities in Tehran to effectively fulfill their educational roles. These competencies span across ethical considerations, scientific knowledge, research capabilities, communication skills, and technological adeptness. Addressing these competencies through targeted development programs could significantly enhance faculty performance and, consequently, student learning outcomes. Keywords: Faculty Competencies, Farhangian, Qualitative Research, Higher Education, Faculty Development, Educational Technology, Ethical Competencies, Scientific Competencies

Revolutionizing Faculty Performance Evaluation: The Future Role of AI in Higher Education

Revolutionizing Faculty Performance Evaluation: The Future Role of AI in Higher Education

Perceiving Highest Faculty Performance Using Classification Algorithms

The main objective of this study was to predict who among the faculty has the highest performance in terms of students’ evaluation and head of the department (HOD) evaluation using data mining. The authors proposed three different classification techniques such as Decision tree, Naïve Bayes, and KNN algorithms. These were used to build classifier models that will determine the faculty performance. Their performances were compared over a dataset composed of responses of students and evaluation coming from the HOD using accuracy, precision, and recall. According to the results, the Nave Bayes classifier demonstrated the lowest accuracy over other classifiers that separate the most important variables, "Strongly Agree" and "Agree," with an accuracy of 91.67 percent based on student perception. This result can be a big help to the faculty and administration in decision making in what ways the faculty members can improve their performances where it is most needed.

Application of Octapace Model to Improve Faculty Performance in Selected Higher Education Institutions in Bhopal Division

The organizational culture is a crucial factor in determining the degree of dedication and engagement exhibited by faculty members towards their respective academic communities. The objective of the present research was to examine the OCTAPACE model, which has received endorsement from institutions of higher education, and determine the variables that influence faculty members' intention to remain employed in such institutions. The investigation examined the theoretical foundations of the OCTAPACE culture and the structure of academic staff's effectiveness within the setting of tertiary education in Bhopal. This study employed both primary and secondary data. A convenience sampling method was utilized to select a sample size of 800 respondents. The statistical methodologies utilized in this study included descriptive analysis, which involved the computation of measures such as mean, standard deviation, and graphical representations. Moreover, the dataset underwent correlation and regression analyses in order to investigate the inter-relationships between the variables. The analysis results suggest that the null hypothesis is not substantiated. The findings of this study suggest that the cultural variables of OCTAPACE have a noteworthy influence on the performance of employees (P) in the context of this specific research. As a result, the inquiry produced results that led to the determination that the null hypothesis was not dependable.

How Do Demographic Characteristics of Faculty in Selected Universities in Ghana Explain Their Sources of Personal Information?

This paper examined the sources of faculty's personal information and the reasons for creating information. We tested the hypothesis that there is no significant relationship between the demographic characteristics of the respondents and their choice of sources of personal information. This study's population comes from four public universities and two private universities in Ghana. A sample survey research design and a sample of 235 faculty were used, and data were collected using a questionnaire. Data analysis was conducted using Multinomial Logistic Regression in addition to frequency distributions. Demographic characteristics of faculty relate aptly to their personal information sources and be integrated into information literacy activities. Improving the PIM performance of faculty will require understanding their personal information sources to improve productivity and promote good health.

THE IMPACT OF LEADERSHIP STYLE AND LOYALTY ON THE PERFORMANCE OF FACULTY AND EDUCATIONAL STAFF IN HEALTH EDUCATION INSTITUTIONS

Every institution requires optimal performance from its members to achieve expected goals. This research aims to determine the influence of leadership style and loyalty on the performance of faculty and educational staff in health education institutions. This study employs a correlational quantitative method. The research population consists of faculty and educational staff in health education institutions, and the sample is determined using simple random sampling in 44 faculty and 19 educational staff participants. The study is analyzed using validity tests, reliability tests, normality tests, and hypothesis tests, including T-test, F-test, adjusted R2, and linear regression. The results reveal that the leadership style implemented by leaders in health education institutions is participative. The levels of loyalty and performance of faculty and educational staff are very high. The hypothesis test results indicate the correlation coefficient for the influence of leadership style on the performance of faculty and educational staff is -0.118 with a significance value of 0.357. Meanwhile, the correlation coefficient for the influence of loyalty on performance is 0.320 with a significance value of 0.011. The F-test result is at 0.000 with an R2 of 0.107. Concluded that the leadership style implemented by leaders in health education institutions has a very low, negative, and insignificant influence, meaning that the higher the leadership variable value, the lower the performance variable value.

Impact of Green HRM Practices on Job Performance of Faculties with Special Reference to Select Higher Educational Institutions, Tamil Nadu

Green HRM practices are considered the most important aspect of every organization. The study aims to identify the perception of faculties and the impact of Green HRM practices on the job performance of faculties in select higher educational institutions. Teaching faculties are the backbone of higher educational institutions. So, the well-being of the faculties is essential for the success of an institution. The study adopted a descriptive research method and a Simple random sampling technique. Samples consist of 200 teaching faculties in five colleges ranked by the National Assessment and Accreditation Council (NAAC) and the National Institutional Ranking Framework (NIRF) in Tamil Nadu and the collected data is analyzed using various statistical tools such as Exploratory factor analysis, ANOVA, correlation and multiple regressions. Hence, better green HRM practices are essential for every institution which contributes towards job involvement, job attachment, and job commitment. This paper tries to prove the relationship between various Green HRM practices with the Job performance of teaching faculties in select higher educational institutions in Tamil Nadu

Analysis of Student Satisfaction with the Quality of Education Services and Lecturer Performance Using the Survey and Naive Bayes Methods

This research aims to evaluate the level of student satisfaction with the quality of educational services and the assessment of faculty performance at STMIK Tegal through a survey method and the application of Naive Bayes. The research sample consists of 100 active students from different study programs. Survey results were processed using the Naive Bayes method to assess the impact of variables related to the quality of educational services and faculty performance on the level of student satisfaction. The findings of the analysis indicate that the quality of educational services has a positive effect on student satisfaction, while faculty performance also contributes positively. This research has practical implications for improving the quality of educational services and faculty performance at STMIK Tegal. Infrastructure and facilities supporting the teaching and learning process can be enhanced, and faculty members can receive training and guidance to improve their teaching quality. In the long term, this can enhance the institution's reputation and overall student satisfaction. This study has limitations related to the limited sample size and the use of non-random sampling techniques. Therefore, future research can expand the sample size and use more representative sampling techniques to enhance the accuracy of research results