Faculty Performance Research Articles

Performance of Basilan State College faculty: Metrics on commit, Knowledge, Teaching Prowess, and learning management

This study examined the teaching performance of faculty at Basilan State College, focusing on commitment, subject matter expertise, fostering independent learning, and managing the learning process. The study involved 147 faculty members, both permanent and non-permanent, during the 2008-2009 academic year, from four campuses: Isabela City, Sta. Clara, Lamitan, and Maluso. A stratified random sampling method was used to select 107 teachers, which included 44 permanent and 63 non-permanent staff. A survey was conducted to collect socio-demographic information such as age, gender, marital status, ethnicity, education, teaching experience, subject area, and employment type. Faculty performance in the specified areas was assessed using the NBC-461 Standard Performance Rating Form. Results indicated that faculty performance was rated as Outstanding by teachers, peers, and supervisors, while students rated it as Very Satisfactory. Notable differences were found in ratings from various evaluators, with teachers generally rating themselves higher than their peers, supervisors, and students. The study showed that performance levels remained consistent across age, gender, employment type, or subject area, but were significantly influenced by educational qualifications and teaching experience, with higher levels of both leading to better performance. These insights suggest that focused strategies at both the departmental and institutional levels could improve teaching effectiveness and support the achievement of educational objectives.

Faculty perspectives on the changing research and teaching career tracks of academics at private universities in Kazakhstan

ABSTRACT Since gaining academic and financial autonomy in 2018, a number of leading private universities in Kazakhstan have separated teaching and research into two distinct career tracks and implemented outcome-based faculty performance evaluation. This initiative aimed to increase the quality of both teaching and research, boost faculty’s research productivity, and improve the competitiveness of these universities in the local higher education market. However, despite being central to the development of universities, the restructuring of academic careers in Kazakhstan has received little scholarly attention. This study employs the framework of managerialism and collegiality to explore how faculty in research-track and teaching-track positions perceive and respond to the new career structures. Drawing upon the thematic analysis of 25 semi-structured interviews with faculty members working in the country’s top private universities, the study provides nuanced insights into the changing career structures in Kazakhstan by examining faculty experiences related to research and teaching, faculty evaluation and promotion, development of research culture, and work environment. By interpreting the study findings in light of the concepts of managerialism and collegiality, the study offers a fresh perspective on the neoliberal trends in university governance in the context where universities historically lacked autonomy from the state. The paper concludes by discussing the potential implications of the findings for improving the conditions of research-track and teaching-track faculty. The study may be of interest to policymakers, university administrators, and researchers concerned with changes in academic careers in transitional economies.

The Role of Heads of Departments (HODs) in University Management: Leadership and Accountability in Academic Success

The important role that heads of departments (HODs) play in university administration is examined in this article, with particular attention paid to their responsibility and leadership duties in promoting academic achievement. HODs now have a major role in determining the operational results and strategic direction of their departments as well as the evolution of academic institutions and the conventional administrative roles that they once held. Successful HODs strike a balance between administrative and academic responsibilities, fostering a climate that supports academic performance via transformative and collaborative leadership approaches. But along with this leadership comes a big accountability burden: HODs must make sure that faculty performance, research, and teaching meet high standards. The tactics that HODs may use to improve their leadership skills and maintain accountability are discussed in this article. These tactics include professional development, delegating, and fostering a transparent culture. The article also discusses the difficulties HODs encounter, including those related to institutional politics and resource limitations, which can make it difficult for them to carry out their duties in an efficient manner. This article provides a thorough understanding of the function of HODs in university administration and their vital role in ensuring the academic success of their institutions through a combination of theoretical ideas and real-world experiences.

SaaS-Based reporting systems in higher education: A digital transition framework for operational resilience

The rapid digital transformation in higher education necessitates innovative solutions to enhance operational resilience. Software as a Service (SaaS)-based reporting systems emerge as pivotal tools that facilitate data-driven decision-making and streamline institutional processes. This abstract presents a digital transition framework for integrating SaaS-based reporting systems in higher education institutions, emphasizing their role in improving efficiency, accessibility, and adaptability in an increasingly complex educational landscape. SaaS-based reporting systems provide scalable solutions that allow higher education institutions to collect, analyze, and report data in real-time, fostering transparency and accountability. By leveraging cloud technology, these systems enable users to access critical information from anywhere, thereby promoting collaborative decision-making across departments. The framework proposed in this study outlines essential components for a successful transition to SaaS-based reporting, including stakeholder engagement, data governance, and change management strategies. The implementation of SaaS reporting systems not only enhances operational efficiency but also supports institutional goals related to student success, faculty performance, and resource allocation. With robust data analytics capabilities, institutions can identify trends and make informed decisions, ultimately leading to improved academic outcomes and resource utilization. Furthermore, the adaptability of SaaS solutions allows institutions to respond effectively to changing regulatory requirements and emerging educational trends. Challenges associated with the transition to SaaS-based reporting systems include concerns regarding data security, integration with existing systems, and the need for training faculty and staff. The proposed framework addresses these challenges by emphasizing the importance of a comprehensive implementation strategy that includes risk assessment, user training, and continuous support. In conclusion, adopting SaaS-based reporting systems within a structured digital transition framework can significantly enhance operational resilience in higher education institutions. By embracing these technologies, institutions can not only improve their reporting capabilities but also foster a culture of innovation and responsiveness to the evolving educational environment. Keywords: Saas-Based Reporting Systems, Higher Education, Digital Transition Framework, Operational Resilience, Data-Driven Decision-Making, Cloud Technology, Stakeholder Engagement, Data Governance.

Organizational Support as an Influencer of Teachers’ Performance in Chinese Colleges and Universities

This study aims to explore the relationship between organizational support and faculty performance in Chinese higher education institutions in order to fill the gaps in the existing literature and provide new insights into human resource management in higher education. Given the importance of university faculty performance in the field of higher education, this study has important theoretical and practical implications. This study expects to provide solutions to improve faculty performance and to have an impact on policies/practices related to organizational support in higher education. The study used quantitative research methods to obtain data by means of questionnaires. The subjects of the study were Lingnan Normal University, Guangzhou University and Zhanjiang College of Science and Technology, and the sample size was 359. For data analysis, the study utilized SPASS statistical software and methods such as mean, standard deviation, t-test, one-way ANOVA and Pearson r to ensure the accuracy and reliability of the results. Ethical guidelines were followed during the study to ensure the validity and fairness of the study. The results of the study indicate that organizational support positively and significantly influences the performance of college teachers, supporting the research hypotheses and theories. Through an in-depth analysis of the data/results, this study reveals that organizational support (Vocational support, Instrumental support, Emotional support, Adaptive support, Organizational equity, psychological contract) on teacher performance (Task performance, Relationship Performance, Adaptive Performance) in higher education. In addition, the study found that providing teachers with the necessary tools and resources is particularly important in promoting good relationships with colleagues and leaders. This provides a fresh perspective for research in related fields. The findings of this study are instructive for college and university administrations to develop organizational support policies to improve faculty performance and provide a foundation for subsequent research.

The Impact of Key Performance Indicators on Faculty Research in Higher Education

This study investigates the effectiveness of key performance indicators (KPIs) in evaluating the research contributions of academic staff in Uzbekistan, aiming to provide a nuanced understanding of faculty performance assessment. Employing a mixed-methods approach, the research integrates quantitative bibliometric analysis of publication data from 500 faculty members with qualitative interviews from 30 academics. The quantitative analysis focuses on metrics such as total publications, citation counts, and h-index scores, while the qualitative component explores faculty perceptions regarding the influence of KPIs on their research activities and career development. The analysis reveals significant variability in research productivity, with faculty averaging 12.4 publications and 110.2 citations. Econometric modeling indicates a strong positive correlation between publication metrics and citation impact, suggesting that higher publication output enhances academic visibility. Qualitative insights highlight the pressures of a "publish-or-perish" culture, which adversely affects research quality and faculty morale, particularly in contexts with limited institutional support. This research contributes to the discourse on academic performance evaluation by emphasizing the limitations of traditional metrics and advocating for a more holistic assessment framework. It highlights the need for higher education institutions to consider both quantitative and qualitative measures to better reflect the complexities of academic contributions in Uzbekistan.

Simulated Annealing Algorithm Use for Assessing Administrative Level in Colleges and Institutions

Higher education administration is crucial for future development but less evaluated. Faculty performance in colleges and universities plays a key role in administration. This paper is based on simulated annealing algorithm to optimize the administrative level of colleges and universities. The results show large differences between different groups, especially in the east, middle and west. Reforming the performance structure can reduce the differences. Regional differences are small and related to the economy, which need to be optimized. There are large differences between different disciplines, and improving the performance of science and engineering teachers needs administrators' attention. The simulated annealing algorithm improves the evaluation accuracy and provides a reference for improving the management level of universities.

Transformational Leadership in Muhammadiyah Association for Community Growth

Background: Transformational leadership is vital in educational settings, focusing on inspiring members to enhance performance. Specific Background: At Universitas Muhammadiyah Sidoarjo, key leaders, including the Rector, play a crucial role in creating an effective academic environment. Knowledge Gap: There is limited empirical evidence on the impact of transformational leadership on organizational performance and faculty motivation in this context. Aims: This study investigates the characteristics and effects of transformational leadership, emphasizing individualized consideration and motivational strategies. Results: The findings reveal that the Rector's leadership positively influences faculty motivation and recognition, illustrated by rewards like Umrah allowances. Novelty: This research enriches existing literature by analyzing transformational leadership within a specific educational framework. Implications: The study highlights the significance of leader recognition in higher education, suggesting that transformational practices can enhance faculty performance and promote a culture of excellence. Highlights : Impact on Motivation: Transformational leadership enhances faculty motivation through recognition and rewards. Leadership Characteristics: The Rector exemplifies individualized consideration, actively supporting faculty development. Cultural Improvement: Effective leadership fosters a culture of excellence and innovation within the institution. Keywords: transformational leadership, Muhammadiyah, faculty motivation, individualized consideration, higher education

Calculator for predicting the probability of faculty promotion in an academic medical centre

ObjectiveThe academic medical centre (AMC), with over 2200 faculty members, annually manages approximately 300 appointments and promotions. Considering these large numbers, we explored whether machine learning could predict the probability...

Connecting the Gap: Enhancing Faculty Performance through Interpersonal Skills

Considering that people are an organization's most valuable resource, understanding how they can contribute to the organization in a way that it is productive, efficient, and effective is important (Jala, J.V.M. and Gaid, Joshua T.). This study dwells on enhancing the faculty performance through interpersonal skills within one of the most prominent universities in Northern Mindanao. The study employed a quantitative research design focusing on descriptive correlational approach. In addition, the study utilizes Pearson correlation to compute the association and measure the strength of the linear relation between two variables. The research was designed to captivate a total population of 603 participants, which carefully scrutinizes data using both descriptive and inferential statistics. The study shows that the overall measure of interpersonal skills to strategic function is (r=0.515, p0.005), while the core function is (r=0.487, p0.005) and support function is (r=0.441, p0.005) respectively. This result reveals a strong positive correlation with all facets of faculty performance which is limited to strategic functions, core functions and support functions. Moreover, the overall measure of interpersonal skills to overall faculty performance is (r=0.481, p0.005). This emphasized the overall significance of interpersonal skills in propelling positive faculty performance. Thus, Interpersonal skills, specifically cognitive, behavioral, and communication skills, positively influenced numerous indicators of faculty performance, including strategic functions, core functions, and support functions. This means that higher levels of interpersonal skills can result to improved faculty performance outcomes.

Revolutionizing Medical Education in Pakistan: Enhancing Junior Faculty Performance with Multisource Feedback Using A Mini-Pat at A Public Sector Medical College of Punjab, Pakistan

Objective: To checking the workplace-based assessment of the junior faculty members (demonstrators) by multisource feedback through a modified form of the mini-pat questionnaire. Study Design: Cross-sectional Study. Place and Duration of the Study: Gujranwala Medical College, Gujranwala Pakistan, Dec till Dec 2023. Methodology: A validated modified form of Mini pat questionnaire was filled by the staff members regarding feedback of junior faculty members (Demonstrators) after obtaining informed consent from them. A convenient sampling technique was used. For one demonstrator, six different members of the same department gave feedback to the Department of Medical Education (DME). All methods were carried out following relevant guidelines and regulations. Results: A total of 228 questionnaires were filled by 46 assessors. Means ± standard deviations of the scores were calculated. Written/Electronic communication with colleagues was given the lowest mean value of 3.09±0.78 while reliability (trustworthy/devoted/dependable) was given the highest mean value of 3.20±0.69. The association of the means of the responses was also checked with gender by independent sample t-test but none of the responses was found significantly associated with gender. Conclusion: Hence it is concluded that workplace-based assessment of the junior faculty members by multisource feedback is the new form of assessment which shows multiple aspects of assessing a worker which reduces bias.

Digital Developmental Advising Systems for Engineering Students Based on Accreditation Board of Engineering and Technology Student Outcome Evaluations

The purpose of this research is to examine the benefits and limitations of the implementation of novel digital academic advising systems based on the principles of authentic outcome-based education (OBE) using automated collection and reporting processes for Accreditation Board for Engineering and Technology (ABET) student outcomes data for effective developmental advising. We examine digital developmental advising models of undergraduate engineering programs in two universities that employ customized features of the web-based software EvalTools®, including an advising module based on assessment methodology incorporating the faculty course assessment report, performance indicators, and hybrid rubrics classified according to the affective, cognitive, and psychomotor domains of Bloom’s learning model. A case study approach over a six-year period is adopted for this research. The two case studies present results of samples of developmental advising activity employing sequential explanatory mixed methods models using a combination of quantitative and qualitative analyses of a) detailed students’ outcomes and performance indicator information and b) self-evaluation of their professional development and lifelong learning skills. The findings of this study show that digital advising systems employing the faculty course assessment report using performance indicators and hybrid rubrics can provide comprehensive and realistic outcome data to help both developmental advisors and students easily identify the specific cause of performance failures, implement practical recommendations for remedial actions, and track improvements. Inherent strong skills can also be identified in academically weak students by observing patterns or trends of relatively better-performing outcomes to reinforce their natural affinity for learning specialized competencies to help them pursue related and successful career paths.

Impact of modern technological methods of knowledge management and total quality management on the performance of educational colleges faculty: A case of Jordan

This research investigates the impact of modern technological methods of knowledge management (KM) and total quality management (TQM) on the performance of faculty members in educational colleges in Jordan. Drawing on a survey conducted with 306 faculty members, the study examines the influence of technology on teaching methodologies and academic quality within the Jordanian higher education context. The study utilizes the Technology Acceptance Model (TAM) to back up the modern technological methods of knowledge management (KM) and total quality management (TQM) models. The findings reveal a generally positive perception among respondents regarding the beneficial effects of modern technological tools on teaching effectiveness, collaboration, and innovation. Additionally, technology-enhanced TQM practices were found to contribute to improvements in curriculum design, student engagement, and administrative processes. Regression and correlation analyses support significant relationships between technology-enabled KM and TQM practices and faculty performance, highlighting the transformative role of technology in shaping the future of higher education in Jordan. Recommendations are provided for educational institutions to enhance the integration of technology and foster a culture of innovation and continuous improvement among faculty members.

Medical School Regulatory Compliance Burdens for the Physician-Scientist.

Medical school research faculty is increasingly required to complete more comprehensive and time consuming compliance steps for regulatory oversight. These relate to animal studies, information technology, biosafety, and human resources. For physician-scientists, the additional role in clinical care adds to these research areas with regulatory compliance in patient care and ever-growing web trainings. The sum of all these compliance regimes is a considerable time and cost burden, diminished research performance, and disengagement of faculty from colleagues, collaborations, and institutions. Many research and clinical compliance processes were put in place, often using legacy systems, in well-meaning attempts to address straightforward regulations in humane animal care, safe use of biological agents, and medical care delivery. However, their accumulation and negative impact on faculty performance demand time, energy, and resources that impact academic productivity. There are solutions to a relentlessly increasing regulatory load for research faculty, which involve vertical integration, convergence, and performance assessment in medical school and health system compliance regimes. ANN NEUROL 2024;96:417-422.

Academic leadership and job performance: the effects of organizational citizenship behavior and informal institutional leadership

PurposeGrounded on the distributed theory and the social exchange theory, the current study investigates the determinants that positively influence job performance among educators within the realm of higher education in India. It particularly assesses the impact of perceived academic leadership on performance and explores the mediating and moderating effects of organizational citizenship behavior and informal institutional leadership.Design/methodology/approachEmploying a descriptive research design, this study encompasses a broad cross-section of faculty members from various higher educational institutions across India. Data were gathered from 826 educators using a snowball sampling technique, with questionnaires administered online. Each variable was measured using prevalidated scales.FindingsThe findings from the moderated mediation model indicate a significant indirect relationship between perceived academic leadership and job performance, which is mediated by organizational citizenship behavior. Furthermore, informal institutional leadership demonstrates significant conditional indirect effects, enhancing the link between academic leadership and job performance up to a threshold, beyond which its influence diminishes.Originality/valueThis study pioneers the exploration of academic dynamics beyond mere titles and ranks in the Indian educational sector. It delineates both the direct and indirect roles these dynamics play in enhancing faculty performance, providing a novel insight into the complexities of academic leadership.

The Impact of Transformational Leadership on Teacher Performance in Shandong Universities: The Mediating Role of the Psychological Contract

Transformational leadership refers to a leadership style that aims to inspire and motivate followers to exceed their own self-interests for the sake of the organization and achieve exceptional outcomes. In the context of increasing demands for improved faculty performance in higher education, the relationship between transformational leadership, psychological contract, and faculty performance in higher education institutions remains an active area of academic research. This study focuses on the mediating role of the psychological contract among faculty members in higher education institutions in Shandong Province, exploring the impact of transformational leadership on faculty performance. This study is a quantitative study that used a convenience sampling method to conduct a survey, recruiting 755 faculty members from various higher education institutions across Shandong, China. Data analysis was conducted using SPSS, and the results indicated that transformational leadership significantly enhances faculty members’ psychological contract, consequently improving their performance levels. Moreover, the study revealed that the psychological contract is a key mechanism through which transformational leadership enhances faculty performance, primarily by fostering a higher sense of psychological contract fulfillment among educators. These insights underscore the crucial role of transformational leadership practices and the cultivation of a strong psychological contract in enhancing faculty performance in the higher education sector. The study advocates for the adoption of transformational leadership strategies by higher education administrators, coupled with concerted efforts to forge and sustain a meaningful psychological contract within faculties, as a means to bolster faculty performance.

THE NEXUS BETWEEN CONFLICT MANAGEMENT STRATEGY AND FACULTY PERFORMANCE: TRANSACTIONAL LEADERSHIP AS MEDIATOR

This research aimed to determine relationship amid incorporating conflict management strategies and the faculty performance of a higher education institution facilitated by the transactional leadership style as a mediator variable. A descriptive survey design was used. Sample of 200 instructors was obtained via multi-stage random sampling technique. In this regard, three instruments (Farooqi Organizational Conflict Management Strategy (FOCI), the faculty performance survey and the Multifactor Leadership Questionnaire (MLQ) were used in the study. Data were analyzed through AMOS. It was revealed that through implementing conflict management strategies in the institution, there is a direct impact on faculty performance. The results provide significant information in reaching the conclusion and making decision about research issues under consideration in the particular context. The research outcomes indicate that promoting the right conflict management and leadership behaviors in the higher learning faculty is dynamic for the higher performance of the individuals. There is a need for awareness about conflict-solving measures and encouraging constructive leadership.

Nexus between Despotic Leadership, Faculty Performance, and Faculty Behavior: A Case of a Pakistani Public University

The aim of this study was to examine the effects of despotic leadership on the output of university faculty members. The study was conducted by using a mixed methods technique in accordance with the pragmatism paradigm. The population of the study was the 74 permanent faculty members of the one Public Sector University's two campuses located in Lahore, Pakistan. A semi-structured interview protocol was used to interview 15 faculty members through a convenient sampling technique. Thematic analysis was used to examine the qualitative data, while descriptive analysis percentage (%) and frequency(f) were used to examine the quantitative data. The results demonstrate that faculty members may become uncomfortable and agitated due to the hostile behavior of the HODs, which could lead to a negative work environment and a decreased desire to share ideas. The unfavorable work environment and decreased job satisfaction are caused by the bad behavior of HODs. The HODs' menacing actions have a clear detrimental impact on staff members' performance, foster a hostile work atmosphere, and jeopardize faculty members' mental health. Based on the research findings, it is recommended that HODs should behave civilly toward faculty members. The HODs could also receive leadership training from the experts.

Gender Differences in Faculty Experience with Start-up Packages: A Case Study from a Public University in the Southeastern U.S.

Start-up packages are a tool for successful transition to an academic career. This institutional case study examined the faculty experience with start-up packages at one public university in the Southeastern United States including gender differences, content, negotiation, and perceived outcomes. A mixed method research design was utilized to answer the study research questions. Data were gathered through an online survey with quantitative and qualitative questions. Data from 121 participants were analyzed using descriptive statistics, chi‐squared test, and thematic analysis. Most start-up package agreements included moving expenses, personal computer and software, and start-up funds. On the other hand, child daycare, guaranteed junior sabbatical, and salary advancement were the most missing benefits in the agreements. Male faculty were able to obtain, significantly more often than female faculty, a specific number of years for secure funding, laboratory space, and student or postdoc funding in their agreements. Faculty were not well prepared for the negotiation process, and they were not aware what exactly they needed to establish a successful research program. Universities should focus more on the influence of start-up packages on faculty careers because perceived unfair treatment during the negotiation process or during administration can influence faculty performance and their turnover intentions.

Autonomy Versus Independence: Implications for Resident and Faculty Engagement, Performance, and Well-Being.

Description Research shows that when educational leaders support their learners' autonomy, it positively impacts both parties. This is particularly important in graduate medical education (GME), given that there is a strong emphasis on resident performance, evaluation, and development. Unfortunately, GME faculty often misunderstand autonomy as the resident's desire for independence or "freedom," when in fact it refers to the core psychological need to feel volitional and agentic. The distinction is important because volition is not synonymous with independence, and providing freedom can be at odds with strategies that provide true autonomy support. This, in turn, can contribute to the stress, maladjustment, and resident burnout that are already prevalent in medicine. To help remedy this issue, this paper provides an evidence-based guide for medical educators to distinguish autonomy from independence, with specific examples to help translate theory into practice to better support the well-being of the medical community.