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The purpose of the development of the paper was due to the seemingly endless searching for deans to replace the former dean of three to four years.

The paper was developed around the present relevant secondary data.

The key findings of the paper were that deans were being replaced due to the difference in expectation of the various constituents (e.g. students, faculty, administration, parents) in the performance of the SBA.

Limitations of the study were not providing primary data to support the theory based hypotheses of the study.

Deans need to recognize that there will be conflicting expectations relative to the performance of the dean and that deans have a very short time to effectuate change in academic organizations.

Not having such high turnover in dean's positions should provide the stability of management to bring about change need in institutions of higher education.

Identification of key mistakes made by deans as well as the mistakes made by faculty undermine the performance of deans.

Business schools play a significant role in providing individuals with the ability to adapt to constantly changing environments. Such agile organizations require deans who, as leaders, possess the knowledge and attributes of astute and responsible executives. In this regard, the measurement of the attributes of leadership paves the way for evaluating a leader’s options process. In this study, we measure the attributes of leadership to pave the way for evaluating a leader’s decision-making process.

The rich data included the opinions of 93 university professors from seven countries: Iran, India, China, France, the UK, Canada and the USA. In appraising the responses, the authors considered the nationality and the development level of each participant’s country and continent. In this study, the authors developed an online questionnaire based on the best-worst method (BWM). By performing a one-way analysis of variance (ANOVA), the authors also determined the significant statistical differences of the scientific communities through the lenses of authentic leadership, leader-member exchange and social identity and leadership.

The results provide evidence of transparency, measured as the most important criterion for leading a business school, i.e. knowledgeable deanship. Furthermore, the findings reveal a meaningful difference between developed and developing countries in the context of an authentic leadership pillar.

This paper contributed to the literature in five major ways as follows: The authors investigated the attitudes of scientific communities from different countries, business schools, BWM, dean selection and leadership evaluation.By means of the BWM, the authors measured the criteria culminating in the selection of a knowledgeable leader for a business school.The authors compared and contrasted the attitudes of scientific communities in developing countries vis-à-vis those in developed ones.The authors addressed the differences and similarities among countries in relation to the selection of a knowledgeable business school leader.The authors provided beneficial insights by addressing the different perspectives of researchers on the weights of the criteria involved in the selection procedure for a business school dean.

Most years, several AIB members are elected as AIB Fellows on account of their excellent international business scholarship, and/or past service as AIB President or Executive Secretary. The Fellows are in charge of electing Eminent Scholars as well as the International Executive and International Educator (formerly, Dean) of the Year, who often provide the focus for Plenary Sessions at AIB Conferences. Their history since 1975 covers over half of the span of the AIB and reflects many issues that dominated that period in terms of research themes, progresses and problems, the internationalization of business education and the role of international business in society and around the globe. Like other organizations, the Fellows Group had their ups and downs, successes and failures – and some fun too!

Representing both “central university administration” and academics, deans are increasingly being confronted with the competing managerial and academic values. Being able to manage the competing values is pivotal to the success of a dean. However, there is dearth of research studying this. Considering the for-profit private sector may face greater challenge in dealing with the competing values, the purpose of this paper is to understand how deans in the private sector have managed this.

A case study was conducted using two exemplar faculties of a private university in Malaysia as sample. The main sources of data are one-year field work which is supplemented by eight years’ archival data.

The findings show that sustainable deans have found a common ground between the competing values. The common ground aligns the central university administration, the deans and the academics, and contributes to the sustainability of the faculties and university.

This paper contributes to addressing the ever-increasing tension between managerial and academic values experienced by the mid-level academic management especially at the for-profit private higher education institutions. The insights of this study enrich the existing knowledge in the area of mid-level academic leadership.

During the latter-half of the twentieth century, researchers argued that the notion of universities being communities of scholars that were governed by scholars had been replaced by a mass-market higher education system. The new system is shaped by competition for students, a need to be budget conscious and, ultimately, a requirement for university leaders to be able to approach their work with a certain level of business acumen. This chapter examines what these pressures mean for those working at the middle level of university leadership, when they are increasingly appointed on managerial expertise but make decisions about academics and their work. Using Bourdieu's notions of fields to dissect these relationships, the chapter uses semi-structured interviews with faculty deans to examine how their work is guided by managerialist targets but impacts on their relationships with academics. The chapter highlights that, while the sector has acknowledged that successful leaders do not always need research profiles in the modern university, this often has a negative impact on leaders' relationships with academics.

This article investigates the links between universities’ opportunities to shape their research profiles, the changing state interest concerning these profiles, and the impact of profile building on research at university and field levels. While the authority of the Dutch state over research profiles of Dutch universities has increased, university management has considerable operational authority over the inclusion of new research fields and removal of existing research fields. Since all universities have begun to follow the same external signals prescribing applied research, research that has easy access to external funding, and research in fields prioritised by the state, a ‘quasi-market failure’ may emerge, as is demonstrated for evolutionary developmental biology and Bose-Einstein condensation.

The purpose of this paper is to develop a conceptual framework for identifying the primary tensions that business school dean’s encounter when moving between different university contexts.

The paper is part of a larger research project on the development of business schools. This conceptual paper builds on the studies and personal experiences of business schools and their management in a number of different countries, primarily in Europe, North America, Asia, and the Middle East.

The present study argues that as a response to the increasing corporatization of higher education, the university sector has fragmented into at least three identifiable contexts: the traditional research university, the academic capitalist university, and the corporate university. The authors conclude that the match between a dean’s worldview and the university context ultimately determines the appropriateness, survival, and success of deanship.

The paper provides practical suggestions for managing business schools. Given that “good” leadership is always context dependent, no single deanship would fit for all business schools. As an outcome, both deans and the selection committees making decisions regarding their recruitment should be sensitive to their worldviews originating from the university contexts in which they previously worked.

Emphasizing a contextual approach to business school leadership, this paper proposes a new typology of deanship situations.

In this study, it is aimed to correctly weigh the criteria for the selection of qualified manager in a healthcare facility and to make the right selection among candidates with an objective method. In this study, in which the health manager selection was carried out with fuzzy Analytical Hierarchy Process (AHP) and MULTIMOORA methods, 8 candidates were evaluated according to 12 personnel selection criteria. Comparative matrices of qualified health manager selection criteria were presented to the expert opinion and analyzed with the fuzzy AHP method. According to the analysis result, among the 12 criteria; The “Crisis Management Skill” criterion is in the first place with 12.5% weight; The “Social Responsibility Awareness” criterion was found to be in the last place with 3.2% weight. The MULTIMOORA method was applied by analyzing the interview scores and criterion weightings of the candidates evaluated by the jury. According to the results of MULTIMOORA, Candidate 1 first place and Candidate 6 ranked last.

Describes a study which examined expectations for academic leadership of, and sharing of authority by, departmental heads in a community college, a technical institute, and a university in Alberta, Canada. Information was obtained from questionnaires completed by 20 deans, 123 incumbent department heads, and 17 faculty association executive members; and also from interviews with 17 department heads and three senior administrators. Several substantial differences were noted in the information provided by respondents classified by position and type of institution.

The purpose of this research is to show that upward mobility of female academics in regular selection procedures is evolving extremely slowly, especially in The Netherlands. This paper aims at a more profound understanding of professorial recruitment and selection procedures in relation to gender differences at Dutch universities.

This paper explores the recruitment of university professors as a gendered process and is mainly based on the analysis of selection committee reports between 1999‐2003 from six large Dutch universities (n=682).

The research findings give a clear indication of gender differences in selection and recruitment procedures. Although not in all disciplines, the paper observes a disparity in the percentages of male and female applicants who were successful in the selection procedure. There is no confirmation of the predicted relationship with the nature of the procedure (open/closed), but there is a correlation with the number of women on the committee.

As it was not possible to make any pronouncements about the quality of the applicants, a strict measurement of gender bias is not possible.

The results show that academic disciplines are gendered in a different way, requiring different measures at the institutional and individual levels.

This is the first paper on recruitment and selection procedures that takes into account disciplinary differences and factors such as the number of applicants for each professorship and the recruitment potential by gender.