In order to succeed in an action under the Equal Pay Act 1970, should the woman and the man be employed by the same employer on like work at the same time or would the woman still be covered by the Act if she were employed on like work in succession to the man? This is the question which had to be solved in Macarthys Ltd v. Smith. Unfortunately it was not. Their Lordships interpreted the relevant section in different ways and since Article 119 of the Treaty of Rome was also subject to different interpretations, the case has been referred to the European Court of Justice.
The purpose of this paper is to identify administrative empowerment and job satisfaction levels among Kuwait University staff. The study also aimed to reveal the…
The purpose of this paper is to identify administrative empowerment and job satisfaction levels among Kuwait University staff. The study also aimed to reveal the relationship between administrative empowerment and job satisfaction. In addition, the study sought to identify any statistically significant differences in the study sample responses regarding employees’ administrative empowerment and job satisfaction attributed to the study variables (gender and years of experience). Finally, the study sought to identify the possibility of predicting job satisfaction level among Kuwait University staff through administrative empowerment.
The study sample consisted of 115 administrators chosen from different faculties at Kuwait University. The study used a PLS-SEM via SMARTPLS version 3.2.8 depending on questionnaires as the study’s tools.
The results revealed that Kuwait University staff enjoyed medium administrative empowerment levels. On the other hand, they had higher job satisfaction levels. It found a statistically positive correlation between job satisfaction and administrative empowerment. The study has found significant associations of administrative empowerment, participation in decision making, group work and self-motivation with job satisfaction.
The study recommends identifying regulatory obstacles that could prevent the dissemination and resolution of empowerment policy and culture.
The main purpose of this research is to explore the differences in satisfaction dimensions between the academic and administrative employees in higher education…
The main purpose of this research is to explore the differences in satisfaction dimensions between the academic and administrative employees in higher education institutions in a developing country, Turkey. In this research, a state university in Istanbul was selected as the case. A total of 291 academic and administrative employees of the institution participated in the research conducted using the method whereby participants answered an original questionnaire. According to the results of the research, it has been found out that there are certain differences in factors such as “colleague relations satisfaction”, “colleague competition level satisfaction”, “other work group satisfaction”, “professional satisfaction”, “work environment satisfaction”, and “salary satisfaction” with respect to the satisfaction of academic and administrative employees.
Reports a study of the use of information for decision making by administrative staff at the Delta State University, Abraka, Nigeria. It explores the working experience of…
Reports a study of the use of information for decision making by administrative staff at the Delta State University, Abraka, Nigeria. It explores the working experience of the respondents, sources of information for official decision making, areas of decisional information use, frequency of utilisation of adequate and relevant information for decision making, and problems encountered by the administrators while seeking information for making decisions. Concludes with recommendations which could help administrative staff improve their use of information for decision making.
– The purpose of this paper is to investigate the competence, performance, and trainability of older workers of higher educational institutions in Malaysia.
The purpose of this paper is to investigate the competence, performance, and trainability of older workers of higher educational institutions in Malaysia.
Survey methods were used in this study. The survey measures were adopted from Rothwell (2002) and Sarmiento et al. (2007) for performance and competence, respectively, while trainability measurements were adopted from Maurer et al. (2008). The sample of 325 respondents consisted older workers in the higher education sector aged between 55 and 60 years old.
Based on the assessments made by the older workers themselves and their superiors, it is found that the older workers are competent, performing well, and are trainable. The administrative older staff, however, were rated lower by the superior as compared to the academic older staff. This may be due to the fact that most of the assessors are academicians. Regardless of the category of the staff, performance of older workers is positively related to their competence and trainability.
Competence and trainability are important factors as they are found related to performance. This study focuses on education sector. It would be interesting to include older workers from other sectors because the education sector is perceived to be less physically demanding.
This study provides valuable insights into considering of revising the retirement age of academician in higher education sector even higher. Age seems to be an advantage to this group of employees.
This study is unique and significant because it focuses on important sector, i.e. higher education. It would reduce the knowledge gap in performance management of older workers especially in higher education sector.
This study was undertaken in 1971–72 to compare the proportions of staff in various types of positions in public K—12 education in two Australian states and two Canadian…
This study was undertaken in 1971–72 to compare the proportions of staff in various types of positions in public K—12 education in two Australian states and two Canadian provinces. For reasons of accessibility of data, cost, travel time, and familiarity of the researcher with the systems, the Australian states of Victoria and Queensland and the Canadian provinces of Alberta and British Columbia were selected as being representative of structurally “centralized” and “decentralized” educational systems. In addition, the study has as asociated objectives the comparison of (1) the proportions of salaries paid to personnel in various types of positions, and (2) the various administrative structures.
Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.
Ways in which work in the civil serviceis controlled are examined. A matrix ofstaff control procedures is outlined onthe basis of their function: direct, detect,correct…
Ways in which work in the civil service is controlled are examined. A matrix of staff control procedures is outlined on the basis of their function: direct, detect, correct and motivate; and their impact: impersonal or personal. The role of the line manager as controller is then considered.
Aims to extend internal labour market theory by identifying sub‐markets that influence administrative staffing decisions, and to test a theoretical model regarding the role of sub‐markets in explaining decisions to hire or promote. Hypothesizes that two latent dimensions (hierarchical and functional) of labour markets would explain these decisions. Analyses data from personnel records for position vacancies in a major university for three years 1982‐85 (n = 840), and confirms the fit of the theoretical model. Staffing decisions are directly influenced by characteristics associated with the sub‐markets of the position.
The current thrust towards devolution of power to schools has alteredand expanded the principal′s role. Principals are being made responsiblefor school review and…
The current thrust towards devolution of power to schools has altered and expanded the principal′s role. Principals are being made responsible for school review and planning, local selection of staff, school‐based staff development, performance appraisal, financial management, and the establishment of school councils. Principals need professional development to cope successfully with these new requirements. Reviews the immediate administrative training needs of school leaders, and then examines the dilemma universities face in providing appropriate administrative development. A new fee‐paying programme is proposed as a way for universities to fulfil academic responsibilities while providing school leaders with knowledge, skills and confidence for their emerging school self‐management responsibilities.