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This study aims to highlight the differences between the public and foundation universities determining the level of job satisfaction of academic personnel working at vocational schools within the body of public and foundation universities in Turkey.

In the present study, the questionnaire developed by Ardic and Bas and used in a similar study is taken as the basis for this study. Some amendments have been made to the instrument. The reliability of the questionnaire was evaluated using the Cronbach alpha coefficient and some statistical methods such as independent samples t test and chi-square test depending on the data. Differences of opinion based on demographic characteristics are presented giving the frequencies and percentages of demographic characteristics of the data.

Three questions were focused on in the present study: the first is to present the most important factor affecting the job satisfaction or dissatisfaction of the academic personnel working at the public and foundation universities; the second is to determine whether there is a difference between public and foundation universities and the third is to set forth the reasons of these differences, if any.

The current study selected 12,160 academic personnel throughout Turkey and the questionnaire was used as a data collection instrument. The instrument could not be delivered to all the personnel. This is because it was not possible to have access to the e-mail addresses of some of the academic personnel, some of the e-mail addresses were not in use or out of date while some personnel do not use the internet.

The aim of this study is to determine job satisfaction level of academic personnel working in vocational high schools operating under the umbrella of state and foundation universities, which offer educational services in Turkey. Since no study is encountered as a result of the literature survey made, that addressed especially the level of the job satisfaction of the academic staff working in the vocational schools in Turkey in a way to cover all public and foundation universities, such a study was made for the purpose of removing the deficiency in this subject.

This paper surveys the contribution of economics and industrial relations (E/IR) to the development of the field of personnel/human resource management (P/HRM). A brief review of existing accounts of the evolution of the field reveals that they give little mention to the role of E/IR. A re‐examination of the early years of P/HRM suggests, however, that this is a serious omission. It is demonstrated, for example, that E/IR was in fact the principal disciplinary base for research and teaching in P/HRM in US universities into the 1940s and that for the first two decades of the field’s existence the most influential and authoritative academic‐based writers came from the ranks of economists and economics‐trained IR scholars. After describing the reasons for this close relationship, The centrifugal forces that caused a gradual split between E/IR and P/HRM are described. This split had roots in the 1920s, became increasingly visible in the 1950s and beyond, and by the late 1980s had reached a point where the two subject areas had little intellectual or organizational interaction. The paper ends with a brief review of recent developments that herald a modest rapprochement between E/IR and P/HRM.

Faculty expectations for non‐academic staff participation in systems of shared authority (governance) define the parameters of legitimate interests. Delineates and analyses role sender (faculty) views of non‐academic staff participation in organizational governance. Studies four issue areas (academic affairs, financial and personnel affairs, institutional affairs, and student affairs). There was considerable support for non‐academic staff participation in governance. Results suggest limited roles in governance for non‐academic employees in complex organizations where faculty are primary role senders, and no support for the significant redistribution of legitimate faculty rights and authorities.

In the modern era, libraries confront significant service challenges. Some challenges are linked to information resource management which includes direct availability of information for immediate decision making. The Internet of Things (IoT) is a recent technological shift that library personnel should be aware of because it has the potential to enhance information resource management. The purpose of the research is to highlight the willingness to adopt IoT technology in libraries.

This study uses a quantitative research design in which a survey of public sector universities in Nanjing, China, is conducted to investigate the determinants of IoT adoption intention in libraries. A total of 389 responses were captured from experienced library personnel. The literature on technology adoption is then used to formulate quantitative theories. For data analysis, partial least squares structural equation modeling using SmartPLS.

The research highlights the various success factors which support the IoT service adoption process. It is concluded that IoT augmented services in academic libraries must be supported through robust management practices and effective utilization of technological resources. Many libraries have made substantial modifications to their structure in terms of technology and design to satisfy the demands of patrons.

This is an empirical paper that looks at IoT adoption intention in libraries using a quantitative approach through surveying library personnel. The library personnel can aid in the understanding of the motivations behind technology adoption in libraries, particularly of IoT services that may bring about advances in the libraries' capability to provide information access services.

Personnel functions are increasing their involvement in human resource strategy and decreasing their involvement in operational personnel issues. This is generally seen as being fundamental to the achievement of any of the visions of HRM as a change from personnel management and the consequent increase in the status and influence of the personnel function. The paper, based on ESRC‐funded research in 214 British businesses, questions the assumption that relying on strategic involvement, while “giving away” operational and technical personnel activities, will increase the influence of the personnel function.

Drawing on examples from the more developed realms of technology transfer and other “managerial professions” (Rhoades, 1998; Rhoades & Sporn, 2002) in the academy, this paper explores possible organizational sites for housing protocols for the measurement of the social value of individual innovations in higher education (that may enter the market or and augment or precede commercial valuation), and the possible implications of those different settings for the academy (particularly in terms of motivating more faculty to engage in more innovative and entrepreneurial activities). Organizational location matters. Organizational site is related to professional perspective and to the institutional outlook that attaches to various sorts of work in the academy. Five possible sites are explored, analyzing the dimensions of such locations from the experience of other “new” activities in universities. One type of site consists of an interstitial (Slaughter & Rhoades, 2004), nonacademic, support unit of managerial professionals (neither faculty nor senior level administrators), as in an Office of Technology Transfer or an Office of Institutional Research. A second type of site would be an academic unit in which measurement tasks could be performed by faculty members. A third type of site would be a hybrid model that combines elements of the first two models, as in the case of entrepreneurship units in many universities. A fourth possible type of site would be to situate such activity in an intermediating association (Slaughter & Rhoades, 2004) outside of the university, which mediates between public and private sectors, and that promotes various sorts of innovation and measurement as in the case of Educause and innovative information technologies. A fifth type of site would consist of establishing university extension units in the community, to provide services more directly to constituents, as traditionally was the model for agricultural extension in land grant universities. Each of the models has its owns benefits and challenges, its implications for what sorts of professionals would be doing the work and what they would see their principal function as being, and for the impact they would have on the academic workforce and the institution's direction.

The essay is addressed to practitioners in research management and from academic leadership. It describes which measures can contribute to creating an inclusive climate for research teams and preventing and effectively dealing with discrimination. The practical recommendations consider the policy and organizational levels, as well as the individual perspective of research managers. Following a series of basic recommendations, six lessons learned are formulated, derived from the contributions to the edited collection on “Diversity and Discrimination in Research Organizations.”

University department efficiency evaluation is a performance assessment on how departments use their resources to attain their goals. The most widely used tool in measuring the efficiency of academic departments in data envelopment analysis (DEA) deals with crisp data, which may be, often, imprecise, vague, missing or predicted. Current literature offers various approaches to addressing these uncertainties by introducing fuzzy set theory within the basic DEA framework. However, current fuzzy DEA approaches fail to handle missing data, particularly in output values, which are prevalent in real-life evaluation. Thus, this study aims to augment these limitations by offering a fuzzy DEA variation.

This paper proposes a more flexible approach by introducing the fuzzy preference programming – DEA (FPP-DEA), where the outputs are expressed as fuzzy numbers and the inputs are conveyed in their actual crisp values. A case study in one of the top higher education institutions in the Philippines was conducted to elucidate the proposed FPP-DEA with fuzzy outputs.

Due to its high discriminating power, the proposed model is more constricted in reporting the efficiency scores such that there are lesser reported efficient departments. Although the proposed model can still calculate efficiency no matter how much missing and unavailable, and uncertain data, more comprehensive data accessibility would return an accurate and precise efficiency score.

This study offers a fuzzy DEA formulation via FPP, which can handle missing, unavailable and imprecise data for output values.

Recent reforms to higher education systems in many OECD countries have focused on making universities more effective organisations in competing for resources and reputations. This has often involved increasing their internal cohesion and external autonomy from the state to make them more similar to private companies. However, pre-reform universities differed so greatly in their governance and capabilities that the impact of institutional changes has varied considerably between three ideal types: Hollow, State-chartered, and Autarkic. Furthermore, the combination of: (a) the inherent uncertainty of scientific research undertaken for publication, (b) limited managerial control over work processes and reputations, and (c) the contradictory effects of some funding and governance changes has greatly restricted the ability of universities to function as authoritatively integrated organisations capable of developing distinctive competitive competences.

The credit card market is very large and segmented by targeting different types of consumers. One type of credit card is one that specifically targets people in the education sector, for instance, students, teachers and other staff members. This study aims to compare the features of education and other credit cards in Malaysia.

The study analyzes data concerning 234 credit cards by using descriptive statistics and a one-way analysis of variance test.

Out of 234 credit cards, this study found only two credit cards especially target education sector customers. The study evaluated 13 features of these credit cards and found that only 2 features are statistically significantly different from other conventional credit cards in Malaysia. These features are interest rate and cash withdrawal charge fees.

This is an original study based on the compilation of data from secondary sources. The findings will provide valuable insights to financial regulatory policymakers, academics and business managers.