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Article
Publication date: 27 October 2020

James C. Ryan

The purpose of this paper is to shed light on the use of bibliometric indicators as a people analytics tool for examining research performance outcome differences in…

Abstract

Purpose

The purpose of this paper is to shed light on the use of bibliometric indicators as a people analytics tool for examining research performance outcome differences in faculty mobility and turnover.

Design/methodology/approach

Employing bibliometric information from research databases, the publication, citations, h-index and newly developed individual annualized h-index (hIa-index) for a sample of university faculty is examined (N = 684). Information relating to turnover decisions from a human resource (HR) information system and bibliometric data from a research database are combined to explore research performance differences across cohorts of retained, resigned or terminated faculty over a five-year period in a single university.

Findings

Analysis of variance (ANOVA) results indicate traditional bibliometric indicators of h-index, publication count and citation count which are limited in their ability to identify performance differences between employment status cohorts. Results do show some promise for the newly developed hIa-index, as it is found to be significantly lower for terminated faculty (p < 0.001), as compared to both retained and resigned faculty. Multinomial logistic regression analysis also confirms the hIa metric as a predictor of terminated employment status.

Research limitations/implications

First, the results imply that the hIa-index, which controls for career length and elements of coauthorship is a superior bibliometric indicator for comparison of research performance.

Practical implications

Results suggest that the hIa metric may serve as a useful tool for the examination of employment decisions for universities. It also highlights the potential usefulness of bibliometric indicators for people analytics and the examination of employment decisions, performance management and faculty turnover in research-intensive higher education contexts.

Originality/value

This empirical paper is entirely unique. No research has previously examined the issue of turnover in a university setting using the bibliometric measures employed here. This is a first example of the potential use of hIa bibliometric index as an HR analytics tool for the examination of HR decisions such as employee turnover in the university context.

Details

Personnel Review, vol. 50 no. 5
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 20 September 2022

Cheryl L. Burleigh, Margaret Kroposki, Patricia B. Steele, Sherrye Smith and Dara Murray

The purpose of this literature review was to identify best practices in coaching faculty within higher education and the subsequent benefits of effective faculty coaching…

Abstract

Purpose

The purpose of this literature review was to identify best practices in coaching faculty within higher education and the subsequent benefits of effective faculty coaching programs for the retention of quality faculty. In higher education, where an emphasis is on the delivery of curriculum for student learning, faculty performance reviews are not universally defined, nor are coaching practices consistently employed. Giving teaching performance feedback promptly to faculty may be a means to foster professional growth and enhance the implementation of progressive practices to benefit student learning.

Design/methodology/approach

The authors undertook a content analysis of current literature on the evaluation and coaching practices of higher education faculty that specifically addressed the quality and timeliness of feedback and gaps in practices.

Findings

Through this study, the authors gleaned recommendations for improving faculty evaluation, coaching, and feedback.

Practical implications

Developing coaching programs to include all higher education faculty may lead to improved teaching performance and alignment of the faculty with institutional goals. The insights from this study may provide the impetus to develop structures and processes for university-based professional development and coaching programs that could lead to positive student learning outcomes and better relationships among faculty.

Originality/value

This is the first review to use Cooper's systematic examination of current literature to explore the topics of faculty support, coaching, and development within higher education.

Details

International Journal of Mentoring and Coaching in Education, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 2046-6854

Keywords

Article
Publication date: 1 January 2004

Grace C. Khoury and Farhad Analoui

Appraisal is recognised as a crucial step towards the development of human resources and their performance. This article proposes an integrated, innovative model for…

2250

Abstract

Appraisal is recognised as a crucial step towards the development of human resources and their performance. This article proposes an integrated, innovative model for managing the performance appraisal process of full‐time faculty members at the Palestinian public universities in the West Bank. The integrated model SOFIA is a result of an empirical study of the impact of performance appraisal process on faculty members in five major universities. In constructing this model, several issues including setting a clear institution’s strategy, participation in goal setting, coaching, two‐way communication between faculty members and their superiors, feedback, developing and rewarding faculty members have been emphasised. Also, it is recommended that external factors that may influence faculty members’ performance, appraisers’ training and top management support and ownership of the process must be seriously considered. The obstacles to the application of the proposed performance model and possible solutions have been explored. In light of the above, relevant conclusions have been reached.

Details

Management Research News, vol. 27 no. 1/2
Type: Research Article
ISSN: 0140-9174

Keywords

Article
Publication date: 28 September 2021

Jayashree Sapra, Khushboo Khosla and Garima Dungrakoti

The impact of workplace spirituality on organizational performance has continued to draw the attention of scholars and practitioners. Despite this enhanced attention…

Abstract

Purpose

The impact of workplace spirituality on organizational performance has continued to draw the attention of scholars and practitioners. Despite this enhanced attention, little is known about its the impact on academic performance. Addressing this gap in research, the purpose of this study is to empirically examine the impact of spirituality at workplace on academic performance among private sector higher education faculties in Delhi NCR.

Design/methodology/approach

This study outlines the existing literature on workplace spirituality and academic performance and its relationship. The scale created by Petchsawang and Duchon (2009) has been used to measure workplace spirituality, whereas academic performance of faculties was measured by the scale created by Abubakar et al. (2018). Pearson correlation and linear regression have been used to depict the degree of relation and impact of spirituality on academic performance.

Findings

This study provides evidence that by practicing workplace spirituality, the performance of higher education faculties can be positively and significantly impacted. The result reflects that in the presence of compassion, mindfulness, meaningful work and transcendence, the academic organizational performance of higher education institutes is improved as there will be an enhancement in their academic reputation, employability of the graduate students, research work, internationalization, Nobel-prized and field medals, research grant, resources, infrastructure and community services.

Research limitations/implications

The results of this study are subject to certain limitations, which can be addressed in future studies. Only four dimensions of workplace spirituality, i.e. compassion, mindfulness, meaningful life and transcendence, are taken into consideration. Also, the impact has only be studied on academic performance of higher education institutions. The results of this study cannot be used in a generalized context as the framework of this study is based on higher education faculties in Delhi NCR.

Practical implications

The findings of this study would be a roadmap for higher education institutions or their faculties to improve performance with the assistance of spirituality at workplace.

Social implications

Retention of academic personnel is critically necessary so that the excellence of higher education is maintained. It is the need of the hour for these educational institutions to be more focused on improving the teaching staff efficiency. This is made possible through the development of an atmosphere that installs spirituality. The empirical findings of this research will enable academics as well as managers to understand how and to what degree faculties experience spirituality at workplace and its association with different outcomes.

Originality/value

India's higher education higher education system is the third largest in the world, next to the USA and China. India's higher education system has expanded steadily, and India has over 1,000 universities as of 2020. Workplace spirituality for academicians is under-researched and neglected by organizations. It may further benefit those interested in employment learning.

Details

Journal of Organizational Change Management, vol. 35 no. 1
Type: Research Article
ISSN: 0953-4814

Keywords

Article
Publication date: 17 April 2020

Sumaya Al-Abbasi and Hatem Masri

The rapid increase in higher education institutions (HEIs) can affect the provision of quality education especially when there are no clear integrated objectives to serve…

Abstract

Purpose

The rapid increase in higher education institutions (HEIs) can affect the provision of quality education especially when there are no clear integrated objectives to serve the overall HEI as well as the lack of management related to human resource needs. The quality of HEIs relies on the performance of their employees who are considered as one of the most important resources. Several studies demonstrated that the concept of talent management is not well defined for HEIs and considered it as a new study; however, researchers emphasized on its importance to improve the employees' performance and to achieve sustainable competitive advantages. The main aim of this paper is to propose a faculty equity framework for talent optimization in HEIs to help these institutions to recruit the right people, manage and motivate them to achieve their future goals and serve the best quality.

Design/methodology/approach

The faculty equity framework criteria are derived from the standards of national and international quality assurance and accreditation agencies which are grouped into three categories: alignment, capabilities and engagement. These criteria are used to outrank faculties and determine the entrepreneurial champions. As the framework does not require setting weights for these criteria, the authors propose to adapt the ELECTRE IV to outrank faculties.

Findings

The proposed framework has given faculty a chance to assimilate the HEI dominant culture and guidance to improve their performance through comparing themselves to entrepreneurial champions who are better aligned, capable and engaged. Also, the framework offers the HEI an opportunity to effectively retain talents and achieve maximized outcomes.

Originality/value

This research provides HEIs with a practical guide on how to enhance practices, policies and strategies regarding their human capital in order to achieve their missions and strategic goals.

Case study
Publication date: 6 March 2017

Rekha Attri and Rahul Bairagi

This case about the Core Business School enunciates the development of a performance appraisal criterion for the faculty members. The case highlights the situation when…

Abstract

Synopsis

This case about the Core Business School enunciates the development of a performance appraisal criterion for the faculty members. The case highlights the situation when despite the administration of an appraisal process for the academic year 2012-2013, there was a uniform increment announced which was lower than the previous year’s increment on the pretext that the admission numbers for the next academic session were much low. The faculty and staff were in a dilemma of whether to continue in such an organization where the absence of a formal appraisal system would hamper their career progression or wait for another year for things to change.

Research methodology

This case is developed after an in-depth interview with the dean academics and the HR faculty of the Core Business School who headed the designing of the performance appraisal system and thereafter its implementation.

Relevant courses and levels

This case can be used for the elective course on performance management or human resource management course in MBA program.

Details

The CASE Journal, vol. 13 no. 2
Type: Case Study
ISSN: 1544-9106

Keywords

Article
Publication date: 14 July 2020

Muhammad Rafi, Khurshid Ahmad, Salman Bin Naeem, Asad Ullah Khan and Zheng JianMing

Digital libraries promote and accelerate scientific research in academic institutions. The subscribed database resources of digital libraries have become an increasingly…

Abstract

Purpose

Digital libraries promote and accelerate scientific research in academic institutions. The subscribed database resources of digital libraries have become an increasingly valuable asset for researchers. Database resources help generate new ideas, determine research directions and promote productive academic interaction between teachers and students in the information age. The purpose of this study is to examine the use of electronic resources by students in various databases, the research productivity of the faculty in the science network and the number of students who graduate each year.

Design/methodology/approach

This study uses a quantitative method to collect secondary data from the central database of the Higher Education Commission (HEC) for the population of 26 universities for 2 years (2015–2016). In addition to the HEC digital library, data was also collected from the Web of Science to determine the quality academic performance of faculty and researchers. Moreover, in the study, the total strength of teaching staff and doctoral faculty was extracted from the HEC website for investigation. The authors applied the Spearman’s correlation test to the secondary data using Statistical Package for Social Sciences version 25.

Findings

The correlation results of the enrolled students and the downloaded papers from various databases were statistically insignificant (p > 0.05). However, the result showed a positive correlation (p < 0.05) between the use of selected/known databases from a number of databases accessed by the HEC. More importantly, it turns out that the faculty’s productivity in the scientific network and the number of students who graduated from public and private universities are found to be insignificant (p > 0.05). However, the authors found a positive correlation (p < 0.05) between doctoral and non-doctoral faculties, which show that a significant number of non-doctoral faculties are still actively involved in teaching and research.

Originality/value

Research based on academic activities by faculties and students, performed for the first time on the basis of secondary data, will help the HEC and university management to determine the right direction and develop plans to improve academic performance and research quality.

Details

The Bottom Line, vol. 33 no. 4
Type: Research Article
ISSN: 0888-045X

Keywords

Article
Publication date: 22 June 2010

Sooksan Kantabutra

Although leaders are widely believed to employ visions, little is known about what constitutes an “effective” vision, particularly in the higher education sector. This…

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Abstract

Purpose

Although leaders are widely believed to employ visions, little is known about what constitutes an “effective” vision, particularly in the higher education sector. This paper seeks to proposes a research model for examining relationships between vision components and performance of higher education institutions, as measured by financial stability, student satisfaction and growth, process improvement, and learning and faculty satisfaction. The model proposes that vision attributes of brevity, clarity, abstractness, challenge, future orientation, stability, and desirability, and vision content relating to financial stability, student satisfaction and growth, process improvement, and learning and faculty satisfaction can affect performance through four vision realisation variables.

Design/methodology/approach

Based on a critical review of existing theoretical concepts and empirical evidence, a new research model, as well as research hypotheses, are developed for future research.

Findings

With future empirical support, the model will help university and college administrators to effectively improve their institutional performance.

Originality/value

While vision is core to the prevailing vision‐based leadership theories, little is theoretically and empirically known about attributes for effective visions, particularly in the education sector. The paper proposes a model for future research to fill this gap.

Details

International Journal of Educational Management, vol. 24 no. 5
Type: Research Article
ISSN: 0951-354X

Keywords

Article
Publication date: 1 April 2002

Brigette Ann Rapisarda

In this paper it is argued that the degree of emotional competence demonstrated by members of a team will determine whether member interactions build cohesiveness and high…

3288

Abstract

In this paper it is argued that the degree of emotional competence demonstrated by members of a team will determine whether member interactions build cohesiveness and high performance. The study presented examines the relationship between the average score of team members on thirteen emotional intelligence (EI) competencies, and ratings of team cohesiveness and performance in 18 teams in an Executive MBA program. Results showed EI competencies of influence, empathy, and achievement orientation were positively related to student and faculty ratings of team cohesiveness. Empathy was positively related to student and faculty ratings of team performance, and achievement orientation was positively related to student ratings of team performance. Implications are discussed.

Details

The International Journal of Organizational Analysis, vol. 10 no. 4
Type: Research Article
ISSN: 1055-3185

Article
Publication date: 8 May 2017

Saif ur Rehman, Cao Qingren, Yasir Latif and Pervaiz Iqbal

The purpose of this paper is to examine the impact and interrelation between positive psychological capital and occupational burnout among faculty associates of technical…

1688

Abstract

Purpose

The purpose of this paper is to examine the impact and interrelation between positive psychological capital and occupational burnout among faculty associates of technical and professional training institutions.

Design/methodology/approach

In total, 282 faculty members from 17 technical institutions were selected from the province of Punjab, Pakistan. Results were drawn using bivariate correlation and linear regression on the data that were collected through adopted questionnaire.

Findings

Results of the study revealed that occupational burnout is significantly related to the performance of the faculty of technical institutes and that psychological capital moderates this relationship.

Practical implications

Conclusions from this research suggested that the personality trait of a psychological capital is an essential determinant of job burnout and performance among faculty members; therefore, it must be considered as an essential part of the selection criteria and job-assessment process. This is important, since psychological capital reduces the detrimental impact of occupational burnout on performance outcomes. Further the faculty members with higher psychological capital should be retained to create positive work environment which can be an inspiration for others.

Originality/value

The research provides important information about the impact of personality traits upon the performance of a faculty member who joins an educational institution coming from an industrial environment. Although having similar technological skills required for the position, still the effects of a new environment can cause performance issues, the research insisted that positive personality traits like psychological capital can help in gaining required confidence to perform in a changed environment.

Details

International Journal of Educational Management, vol. 31 no. 4
Type: Research Article
ISSN: 0951-354X

Keywords

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