Staff Working In Universities Research Articles

Üniversitede Görev Yapan Akademik ve İdari Personelin Spora Yönelik Tutumlarının İncelenmesi

In the study, it is aimed to examine the attitudes of the administrative staff and academic staff in different fields of study towards sports in the context of psychosocial, physical and mental development areas. The universe of the research consisted of academic and administrative staff working in universities, and the sample group consisted of a total of 100 participants, 45 academicians and 55 administrative staff, who were actively working in these institutions and were contacted in accordance with the simple random method. The ʻʻAttitude Scale Towards Sportsʼʼ developed by Koçak (2014) was applied to the participants. The scale consists of 22 items and 3 sub-dimensions. Kolmogorov Smirnov test was applied to the variables. It was determined that the variances of the variables obtained as a result of the test did not show normal distribution. The analysis between the sub-dimensions of the scale and demographic information was carried out with the Mann Whitney U test. The p

The Multifaceted Nature of Job Satisfaction among Academic Staff in Public and Private Universities in Tanzania: A Critical Perspective of Counterproductive Behaviours

This study investigated the multifaceted nature of job satisfaction among academic staff in the selected public and private universities in Tanzania. A cross-sectional survey design with mixed research approaches was employed. Probability and non-probability sampling techniques were used to get a total sample of 128 respondents; 84 from public and 44 from private universities. Data were collected by using four scale Likert-type questionnaires, semi-structured interviews, focus group discussion and documentary review techniques. The study findings indicated varying job satisfaction levels among the academic staff in public and private universities in Tanzania. Despite the same regulatory authority of universities in Tanzania (Tanzania Commission of Universities –TCU), experiences of the academic staff working in universities were different on their work benefits, relationship with their leaders and communication feedbacks. On the other hand, the study revealed existing counterproductive behaviours which are detrimental to the attainment of universities’ core functions of teaching, research and consultancy. In spite their severity, counterproductive behaviours ranging from conflicts, absenteeism, revenge, emotional cruelty, divided loyalty and intention to quit (job exit) were reported as among the main threats to public and private universities in Tanzania. This study suggests that university leadership needs to consider factors such as fairness in promotion, improving work benefits and effective communications among others, to create a friendly organizational culture. It is also recommended that there should be dialogue, through regular academic staff meetings, effective communication, and enough academic freedom to foster a culture of curiosity, autonomy, and trust in public and private universities in Tanzania.

The hybrid career concept: creating hybrid career pathways

PurposeHybrid career has been discussed in the literature for some time but is still an emergent concept. The study investigated the careers of university professional staff working in universities in Australia and the UK to better understand the careers of this underresearched cohort of staff. The findings were used to extend the theory of the hybrid career.Design/methodology/approachA total of 139 career stories were collected via an open-ended question in an online survey. Inductive thematic analysis was used to create themes and theorise career pathways relevant to the participants' careers.FindingsIt was found that participants had a hybrid career orientation (HCO) based on their essential values and their reciprocal relationship with their employer. Four career pathways emerged from the data: intra-organisational advancement, inter-organisational advancement, work–life balance and dead end.Research limitations/implicationsThere is a need for future research to investigate the HCO, both to add depth to the understanding of careers for university professional staff in universities and to examine the hybrid concept in other settings.Practical implicationsIt is suggested that by grouping staff into career pathways, human resource practitioners could provide more targeted interventions to ensure that staff are motivated and productive for the benefit of the organisation.Originality/valueThe research has extended the concept of the hybrid career and discovered four career pathways relevant to university professional staff.

Innovations in Education Management: Impact of Emotional Intelligence and Demographic Variables on Occupational Stress among University Teachers

Today emotional intelligence is increasingly relevant to the success of management as well as employees in every respect, be it internal issues like conflict resolution, group dynamics, leadership and motivation or the external issues like customer relationship management, brand loyalty and corporate social responsibility (CSR). There is limited research on the impact of emotional intelligence on job stress and workplace conduct. The objective of the article is to understand the relationship between occupational stress and emotional intelligence. It also attempts to study the impact of some demographic variables (gender, age, work experience) on occupational stress. Simple random sampling was used to collect data from teaching and non-teaching staff working in universities and educational institutions in Uttar Pradesh, India. SPSS 21 was used for data analysis using statistical tools like correlation, Mann-Whitney and Kruskal Wallis tests. Results show a significant relationship between emotional intelligence and occupational stress. The female employees were found to have greater stress levels as compared to their male counterparts. Age is found to have an impact on occupational stress of university teachers. The employees in their forties were found to have higher stress levels than younger employees. Work experience is also found to have an impact on occupational stress of university teachers. It was observed that employees with a work experience of more than 30 years have maximum levels of occupational stress. Based on the findings of this study, the managers should take special measures to take care of female employees and minimize factors which lead to their stress. The policies and work culture of the organization should create a conducive ambience for female employees. The organization should provide support and counselling to employees in their forties to sort out their stress-related issues which would eventually enhance their productivity. The employees with a work experience of more than 30 years (usually older ones) should get support and any stress-causing issues such as post-retirement benefits should be explained and clarified. This study adds to the current body of knowledge from a theoretical perspective. It enriches the understanding of the relationship between emotional intelligence, demographic variables and occupational stress. The top management of the organization can enhance their organization’s effectiveness by learning from the findings of this study. Keywords емоційний інтелект (EI), професійний стрес, робоче перевантаження, управління стресом, організація.

Let the right one in: A Bourdieusian analysis of gender inequality in universities’ senior management

This article examines the lack of gender diversity in senior management positions in professional staff in universities. These results are analysed via a Bourdieusian analysis of economic, social, cultural and symbolic capital. Through a purposeful sample of senior professional staff working in universities in three countries: Australia, Canada and the UK, six career‐enhancing strategies needed for career success were determined. The article critiques the resource‐based view of career capital and argues that capitals accumulation for career success can be understood by considering the concepts of symbolic violence and habitus as a way of understanding intra‐cohort differences. It proposes that by considering both the subjective and objective cultural constructs via habitus, and by acknowledging the importance of symbolic capital and symbolic violence towards women, this may be one way of increasing female representation in senior management.

TU‐D‐201B‐01: Challenges and Experience in CT Dose Assessment & Dose Reduction ‐ an International Perspective

Radiation doses in computed tomography (CT) is a matter of global interest. In developing countries, there is a lack of upgrading of technology in many facilities, such as tube current modulation, and a lack of skilled manpower (medical physicists) for dosimetry. There are apprehensions that patients may be getting much higher radiation doses than necessary. The International Atomic Energy Agency (IAEA) launched studies few years ago covering a large number of developing countries to access the situation, create awareness and implement dose management. The studies have covered adults and children in more than 200 facilities in over 30 countries in Africa, Asia, Eastern Europe and Latin America. In view of the lack of medical physicists in diagnostic radiology, staff working in universities, regulatory bodies and even radiographers were utilized to collect information and then imparted dosimetry skills. Standardized data collection forms were developed. As anticipated, significant variations in radiation levels and in the frequency of CT scans were observed. Corrective actions were suggested to those where the values were exceeding diagnostic reference levels and in situations where adult exposure factors were used by pediatric patients. Improvements were assessed. The major challenge comes not from lack of technology, but from lack of skilled manpower. However, it was heartening to achieve the cooperation of participants from so many countries and to document improvement.Learning Objectives:1. To become familiar with the situation of radiation doses in CT in developing countries.2. To understand how dose management projects launched by the IAEA have been pursued despite lack of skilled manpower.3. To become familiar with actions taken and results obtained to improve the situation in a number of developing countries.