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Article
Publication date: 11 June 2018

Christine Victorino, Karen Nylund-Gibson and Sharon Conley

The purpose of this paper is to focus on the relationship between college and university faculty collegiality, conceptualized as a set of prosocial behaviors, and job satisfaction.

Abstract

Purpose

The purpose of this paper is to focus on the relationship between college and university faculty collegiality, conceptualized as a set of prosocial behaviors, and job satisfaction.

Design/methodology/approach

A multi-level structural equation model was developed to examine the relationship between faculty collegiality and job satisfaction at the individual and institutional levels, the effects of gender and race/ethnicity, the effect of institutional type (i.e. research universities vs non-research universities), and whether institutional-level perceptions of faculty collegiality and job satisfaction influence perceptions of faculty collegiality and job satisfaction at the individual level.

Findings

Faculty collegiality was highly and significantly related to job satisfaction at the individual level (0.86) and at the institutional level (0.93). At the individual level, pretenured women faculty and faculty of color indicated significantly lower levels of collegiality. At the institutional level, pretenured faculty interactions with tenured faculty colleagues were positively and significantly related to individual-level perceptions of faculty collegiality.

Research limitations/implications

Study limitations include self-report data that were dependent upon accurate responses from faculty participants, and cross-sectional data. Future analyses could extend study findings by examining the influence of faculty collegiality upon such outcomes as faculty productivity and retention in future multi-level analyses.

Practical implications

It is recommended that interventions be undertaken to embed prosocial behaviors into faculty research, teaching, and service activities, and to foster relationships between pretenured and tenured faculty members.

Originality/value

This paper underscores the importance of collecting nationally representative faculty data and conducting rigorous multi-level analyses to inform higher education policy and practice.

Details

International Journal of Educational Management, vol. 32 no. 5
Type: Research Article
ISSN: 0951-354X

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Article
Publication date: 13 April 2015

Morgan P. Miles, C. David Shepherd, Jacob M. Rose and Mark Dibben

While collegiality is often discussed and touted as a critical aspect of academia, there is little research that empirically examines collegiality in university business…

Abstract

Purpose

While collegiality is often discussed and touted as a critical aspect of academia, there is little research that empirically examines collegiality in university business schools. One cause of the paucity of research is the lack of a reliable scale to measure collegiality (Sabharwal, 2011). The purpose of this paper is to develop a scale that measures collegiality at the departmental level for university faculty, and then uses it to understand the implications of collegiality within an academic department within a business school.

Design/methodology/approach

The present study uses a scale development process consisting of: defining the domain of the construct; item generation; and psychometric assessment of the scale’s reliability and validity. Items were adapted for a university business school context from Shah (2011) and Seigel and Miner-Rubino (2009). The scale was administrated using a convenience non-random sample design drawn from active marketing and entrepreneurship academics who subscribe to the American Marketing Association’s ELMAR and the Academy of Management’s ENTRE list-serves.

Findings

The faculty collegiality scale (FCS) was found to exhibit sound psychometric properties in this study. The study found that assessments of department-level collegiality are associated with budgets, performance evaluation processes, and workload allocations. In addition, factors from the FCS mediate the relationships between institutional variables and work satisfaction, which indicate that collegiality is an important determinant of work satisfaction in a contemporary university environment.

Originality/value

The FCS developed in the present study offers business school academics and administrators a glimpse into the dimensions of what the marketing and entrepreneurship academics perceive makes a good colleague – one that provides professional and social support and is trustworthy; does not engage in politics, positioning, or rent-seeking to advantage their own situation; and that contributes to the well-being of the students, the department, the discipline and the university. In addition, the present study found that the FCS was related to budgets, performance evaluation processes, and faculty workloads.

Details

International Journal of Educational Management, vol. 29 no. 3
Type: Research Article
ISSN: 0951-354X

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Article
Publication date: 1 January 2006

Richard Hull

To present empirical research on the adoption of workload allocation models (WAMs) within the UK university system and relate these to the broader context of the new…

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3506

Abstract

Purpose

To present empirical research on the adoption of workload allocation models (WAMs) within the UK university system and relate these to the broader context of the new public management (NPM).

Design/methodology/approach

The paper draws on the historical sociology of the professions to highlight the dilemmas posed by the adoption of WAMs.

Findings

University managers and academics are faced with some difficult choices. Managers are faced with a requirement to develop, implement and if necessary challenge a range of new tasks, business processes, projects to be managed and teams to be led. For staff, the choice is to accept the increased workloads or to lobby for increased resources. However, calls for “increased resources” is likely to entail further bureaucratisation. A more transparent and accountable approach to academic work may offer a more viable way forward than that implied by recourse to the fundamentally elitist notions of “collegiality”.

Originality/value

The paper presents new research on WAMs and NPM.

Details

Journal of Organizational Change Management, vol. 19 no. 1
Type: Research Article
ISSN: 0953-4814

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Article
Publication date: 4 May 2020

Joel Barnes

The purpose of this paper is to outline the structures of collegial governance in Australian universities between 1945 and the “Dawkins reforms” of the late 1980s. It…

Abstract

Purpose

The purpose of this paper is to outline the structures of collegial governance in Australian universities between 1945 and the “Dawkins reforms” of the late 1980s. It describes the historical contours of collegial governance in practice, the changes it underwent, and the structural limits within which it was able to operate.

Design/methodology/approach

The analysis is based upon the writings of academics and university administrators from the period, with more fine-grained exemplification provided by archival and other evidence from Faculties of Arts and their equivalents in newer universities.

Findings

Elements of hierarchy and lateral organisation coexisted in the pre-Dawkins university in ways not generally made explicit in the existing literature. This mixture was sustained by ideals about academic freedom.

Research limitations/implications

By historicising “collegiality” the research problematises polemical uses of the term, either for or against. It also seeks to clarify the distinctiveness of contemporary structures—especially for those with no first-hand experience of the pre-Dawkins university—by demonstrating historical difference without resort to nostalgia.

Originality/value

Collegiality” is a common concept in education and organisation studies, as well as in critiques of the contemporary corporate university. However, the concept has received little sustained historical investigation. A clearer history of collegial governance is valuable both in its own right and as a conceptually clarifying resource for contemporary analyses of collegiality and managerialism.

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Article
Publication date: 11 December 2019

Wade Arnold, Danny Arnold, Alain Neher and Morgan P. Miles

This paper aims to develop and psychometrically assess an individual’s perception of their work unit’s psychological sense of community (PSOCw) scale. This new scale is…

Abstract

Purpose

This paper aims to develop and psychometrically assess an individual’s perception of their work unit’s psychological sense of community (PSOCw) scale. This new scale is designed to capture the unique characteristics of a contemporary work unit that might include current practices such as hot-desking and workers located in physically separate locations.

Design/methodology/approach

This paper develops and then psychometrically accesses a new scale designed to better capture the psychological sense of community in a contemporary work unit.

Findings

The managerial implications for the PSOCw scale that is a psychometrically sound measure of work engagement, civility and collegiality in a work unit allow managers to audit a work unit based on these three dimensions and then take corrective actions to enhance the work unit’s sense of community.

Originality/value

The present study adapts previous work on PSOCw to a contemporary work environment where members of a work unit are often in physically separate locations and largely connect virtually.

Details

Journal of Workplace Learning, vol. 32 no. 1
Type: Research Article
ISSN: 1366-5626

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Book part
Publication date: 11 July 2017

Ayana Kee Campoli and Dyanis Conrad-Popova

The shortage of teachers of color, specifically Black female teachers, is a problem that detrimentally impacts students in US public schools. The high turnover of Black…

Abstract

The shortage of teachers of color, specifically Black female teachers, is a problem that detrimentally impacts students in US public schools. The high turnover of Black teachers may be caused by the poor working conditions they experience in their schools. However, the literature lacks a broad overview that gives a national perspective on how working conditions in general, and interpersonal relationships in particular, affect the retention of Black female teachers. For this study, we analyzed data from a nationally representative sample of over 1,000 Black female teachers who participated in the 2007–2008 Schools and Staffing Survey (SASS). We addressed two main research questions. First, how do the working conditions in schools where Black female teachers are employed relate to their retention? Second, does the quality of the interpersonal relationships between Black female teachers and others at their schools predict career decisions? Our findings have implications for policymakers and school leaders who seek to improve teacher retention in US public schools.

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Article
Publication date: 2 August 2011

Danielle Morin

This paper seeks to investigate the work performed by French Cour des comptes magistrates as part of performance audits. The research objective is to understand who the…

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1133

Abstract

Purpose

This paper seeks to investigate the work performed by French Cour des comptes magistrates as part of performance audits. The research objective is to understand who the magistrates are, what they do, how they do what they do, how they perceive their role, what authority they feel they can claim, and how, through performance audits, they try to influence the way the organisations they visit are run.

Design/methodology/approach

In addition to 35 interviews conducted with Court magistrates (based on a semi-structured interview questionnaire) and non-participant observation, public documentation was analysed. To understand how magistrates perform their tasks at the Court, basic theories on influence processes and theories on decision making developed by Herbert A. Simon were applied.

Findings

After exploring the universe in which magistrates of the French Cour des comptes operate, it appears that their undertaking of performance audits has engendered a host of competing visions: the transition to modernity has to occur. The Court presents itself officially as a supreme audit institution but it acts as a grand corps de l ' État (senior branch of the Civil Service). Magistrates come to the Court of their own accord and make every effort to avoid being viewed as control professionals. The Court openly positions itself as a “judge of management”, wishing to impose its jurisdictional authority on activities that are essentially professional in character. A migration from traditional roles is observed: the role of the Court as a critic of the Administration has been sidelined. In addition, the magistrates claim to be judges when they are in the ambit of the Court, but shed this role for that of “catalysts of change” when they interact with representatives of the organisations audited.

Research limitations/implications

The research is based on a detailed analysis of a specific context. This may limit the wider applicability of the findings. However, the data gathered from the French experience could be useful for other supreme audit institutions (SAIs) whose status is equivalent to that of the Court, or whose mandate has expanded in the past decade.

Originality/value

This study lifts the veil on the performance audit practice at one of the numerous supreme audit institutions. In addition, the French context has received scant attention from researchers.

Details

Accounting, Auditing & Accountability Journal, vol. 24 no. 6
Type: Research Article
ISSN: 0951-3574

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Article
Publication date: 1 February 1999

Kristina K. Helgstrand and Alice F. Stuhlmacher

Followers are assumed to use implicit leader prototypes when evaluating leader behavior. Cross‐cultural theorists suggest that these leader prototypes are influenced by…

Abstract

Followers are assumed to use implicit leader prototypes when evaluating leader behavior. Cross‐cultural theorists suggest that these leader prototypes are influenced by national culture. To test this relationship, the present study examined leader prototypes in a cross‐cultural study with Danish and American participants. These two cultures have been found to differ significantly on two major cultural dimensions: individualism and masculinity. It was expected that individuals would rate a leader candidate that matched their own culture as more effective and more collegial than a leader that did not match. Unexpectedly, the highest leader ratings were not in conditions with a cultural match between participants and leader candidate. Rather, both cultures saw feminine leaders as most collegial and feminine‐individualistic leaders as most effective.

Details

The International Journal of Organizational Analysis, vol. 7 no. 2
Type: Research Article
ISSN: 1055-3185

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Article
Publication date: 8 August 2016

Amy L. Lakin

The purpose of this paper is to determine the most fair, authentic, and reliable elements to include in a portfolio of faculty work, specifically at teaching-centered…

Abstract

Purpose

The purpose of this paper is to determine the most fair, authentic, and reliable elements to include in a portfolio of faculty work, specifically at teaching-centered institutions.

Design/methodology/approach

This paper examines and evaluates relevant literature pertaining to faculty portfolios of work and recommends portfolio formats for teaching-centered institutions.

Findings

The author concludes that the four most essential components of a faculty member’s portfolio at a teaching-centered university are mindful student evaluations, critical peer evaluations, a sample of teaching materials, and evidence of collegial behavior.

Originality/value

This paper is valuable for administrators, deans, and department chairs who are evaluating their current rank, tenure, and promotions criteria and processes.

Details

International Journal of Educational Management, vol. 30 no. 6
Type: Research Article
ISSN: 0951-354X

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Book part
Publication date: 18 April 2016

Gregory Bott

Positivist deductive research on transformational leadership brings along with it 25 years of researcher presuppositions. Such research not only suggests that a…

Abstract

Purpose

Positivist deductive research on transformational leadership brings along with it 25 years of researcher presuppositions. Such research not only suggests that a transformational leader’s influence is unidirectional but also that transformational leadership theory is a universal theory. In this chapter, I inductively seek to examine board-executive director interactions, free from the shackles of existing theory.

Methodology/approach

The current chapter uses an inductive research approach to the collection and analysis of the empirical material. By being open to surprises in the empirical material, I am able to explore behaviors and relationships, while analyzing a specific context – the nonprofit board-executive director relationship.

Findings

The current study finds evidence that individualized consideration in a governance model frequently occurs in the opposite direction. Despite organizational documents promoting a hierarchical structure, evidence of top-down, collegiality, and bottom-up individualized consideration suggests hierarchical boundaries are commonly crossed in the decision making process.

Research implications

Results of this exploratory study suggest that in a governance context, hierarchical actors do not fit neatly into the boxes defined by 30 years of research on transformational leadership theory, suggesting that the leadership process is more complex than portrayed by current dichotomizations. The findings provide support for recent criticisms of transformational leadership theory.

Practical implications

The findings of this chapter provide evidence of the benefits of eliciting input from organizational actors at multiple hierarchical levels. The empirical evidence provides practitioners with a fresh perspective on board roles and relationship, diverging from the traditional structural prescriptions.

Details

Governance and Performance in Public and Non-Profit Organizations
Type: Book
ISBN: 978-1-78635-107-4

Keywords

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