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Principals' evaluation of teachers for classroom and administrative promotion was the focus of this study. Data were collected from 230 principals of Victorian high schools by means of the instrument developed by Moore based on Mitzel's process, product and presage criteria. Findings revealed that although a common body of criteria was used principals placed prime emphasis upon process criteria in evaluating teachers for classroom promotion and upon presage criteria in evaluating teachers for administrative promotion. The study also established relationships between some of the evaluative criteria and certain “biographical” variables such as principal's age and extent of administrative experience.

This paper aims to determine the key criteria used by managers in rapidly changing organizations to make promotion decisions.

A survey was conducted of 311 managers from over 100 different US service and manufacturing enterprises experiencing rapid organizational change. Managers were asked to identify no more than five factors that were most critical in their organization to actually getting promoted. Results were content analyzed.

Top ten factors influencing promotion decisions included: getting desired results/strong performance track record; possessing strong business networks; interpersonal/communication skills; strong knowledge‐experience base; demonstrating a strong work ethic; ability to build teams and being a team player; personality, attitude, and ego factors; solving a major problem or getting a “big hit;” demonstrating character, integrity, and trustworthiness; and, preparation and being in the right place at the right time.

Results indicate what organizations are currently using to make decisions but it does not provide a normative guide for what organizations should be using. Also, further research should attempt to differentiate dimensions used at each level of management.

The results provide a useful guide for managers who are looking for a leg up in the competitive fight for promotions. Results also suggest criteria to be considered when organizations update management assessment tools to better reflect the demands on managers working in the new global business environment.

The study focuses on promotions in rapidly changing organizations and uses a sample that is very familiar with how organizations actually make promotion decisions.

Moving up the career ladder has its rewards – more money, of course. However, in academia, it could also mean more time and autonomy to pursue your research interests and greater ability to influence the direction of your department and your field. However, getting a promotion takes time and effort, mixed in with a pinch of luck and willingness, while keeping your day job ticking over. Amidst all this, you also need to ensure you are across the process and criteria – slightly different at every university and different yet again in institutions overseas. This chapter will demystify the process by providing you with a useful overview across global contexts, tips, and tested techniques for making yourself promotion ready.

This article examines the discourse of appointment, promotion, and tenure (APT) documents for academic librarians. Discourse analysis can illuminate the social role of language, social systems, and social practices.

This qualitative research analyzes the APT documents for librarians from a group of US universities (n = 50) whose librarians are tenured faculty (n = 35). Linguistic features were examined to identify genre (text type) and register (language variety) characteristics.

The documents showed strong relationships with other texts; vocabulary from the language of human resources (HR); grammatical characteristics such as nominalization; passive constructions; few pronouns; the “quasi-synonymy” of series of adjectives, nouns, or verbs; and expression of certainty and obligation. The documents have a sociolinguistic and social semiotic component. In using a faculty genre, librarians assert solidarity with other faculty, while the prominent discourse of librarians as practitioners detracts from faculty solidarity.

This research is limited to librarians at US land grant institutions. It has implications for other research institutions and other models of librarian status.

This research can help academic librarians fulfill their obligations by understanding how values encoded in these documents reflect positive and negative approaches.

Higher education and academic librarianship are in a state of flux. Understanding the discourse of these documents can help librarians encode appropriate goals and values. Little has been written on the discourse of librarianship. This is a contribution to the understanding of librarians as a discourse community and of significant communicative events.

The purpose of this research is to examine the hypothesis that under‐representation of women in Australian universities reflects barriers in the academic promotion process.

This study uses three complementary approaches. Promotion policies and guidelines are examined using content analysis of documents from all Australian universities. A sample of 17 universities was selected for interviews with key gatekeepers to examine promotions practice. Data on promotions by level and gender were analysed for 16 of these universities 2000‐2002.

The analysis of promotions policies and guidelines established a range of practice. Policies supporting women's participation and success in promotions included explicit consideration of part‐time and non‐traditional careers, clear equity statements, and gender representation on promotions committees. Interviews emphasised the importance of support for and identification of female candidates, and the need for the establishment of institution‐wide and performance targets for senior managers. Implicitly, most interviewees accepted the premise that women experienced barriers in the promotion process, including reticence in applying and stereotypically gendered notions of merit. However, the analysis of promotions data showed a more encouraging picture. Application rates and success rates for women are similar to men's and, at professorial level, slightly higher. Nonetheless women remain under‐represented at senior levels, comprising only 16 per cent of the professoriate.

The study provided a report to the Australian Vice‐Chancellors' Committee (AVCC) with a number of recommendations for improving University promotions policies. These recommendations are available on the AVCC website and have applicability beyond the Australian university sector.

This study is an original study across all Australian universities which has international applicability and policy relevance.

The purpose of this paper is to examine whether deeply rooted ethnic values persist in public administration in spite of strong foreign influence in education and administrative culture.

This paper presents the theories and concepts on ethnic values, in particular Chinese and Canadian administrative values in order to examine their differences. Victoria of Canada and Hong Kong of China, both former British colonies, have been selected as the study sites due to their similarity in British education and administrative culture. Comparable samples of human subjects were drawn from the public sectors of Hong Kong and Victoria, who were either students or graduates of a master of public administration program. A questionnaire containing questions on program evaluation and staff promotion was administered to participants.

The survey results show that, while organizations may have similar administrative systems and cultures, employees revert to their ethnic values for matters concerning their immediate well-being – staff promotion in this case. The findings also suggest that employees endorse good practices and reject bad ones more often than they believe their organizations do.

The purpose of this study is to examine whether lengthy foreign influence can change deeply rooted ethnic culture. The research results are not aimed at and may not be relevant to explaining a current situation.

The research findings may help improve public administration, in particular regarding issues of human resources management.

The research findings may provide a better understanding of social behavior in the work place.

This paper contains original data for a comparative analysis that appears to have never been done before. It provides empirical proof that deeply rooted ethnics values are very difficult to change in spite of a long history of foreign influence.

The purpose of this paper is to assess the effect of two promotional methods, namely, celebrity endorsed advertisement and selfie promotion, on customers’ decision-making processes using the AISAS model.

A within-subject experimental design was used to observe how young adults in Malaysia would respond to two promotional methods about a new seafood restaurant. A total of 180 responses were collected using a structured questionnaire. Data were assessed and analysed using partial least squares structural equation modelling.

The results show that while celebrity endorsed advertisement remains relevant to customer’s decision-making processes, the effect of selfie promotion is comparable to celebrity endorsement. The sequential mediation for both models is found to be significant, but the AISAS model with selfie promotion produces better in-sample prediction (model selection criteria) and out-of-sample prediction (PLSpredict) compared to celebrity endorsed advertisement, thus suggesting its better representation to reality.

Despite being limited to young adults in Malaysia and a particular product, the study is essential to understanding the effect of celebrity endorsed advertisement and selfie promotion on decision-making processes.

The study provides insights into how business organisations could exploit the advancement of communication technology to encourage selfie behaviour to promote their products in an innovative and competitive manner.

The assessment of the effect of celebrity endorsed advertisement and selfie promotion on decision-making processes using PLSpredict and model selection criteria articulates the relevance of selfie as a promotional tool. It also provides an alternative technique for conducting model comparison research.

Studies and analyses changes to the promotion policies and practices at the University of Western Australia (UWA) and identifies outcomes by gender. Suggests that there are quite a few factors to be addressed before gender equity in academia at UWA is obtained. Discusses, in depth, how to try to deal with lack of networks, socialization, the dual‐role burden, masculine organizational culture and gendered power imbalance in the workplace. States that, although great inroads have been made at UWA, statistics show that there are still very fundamental barriers to be addressed to aid further improvement for women academics.

Second part of a two‐part article. Full description of the Promco case study (see also LODJ, Vol. 6 No. 2).

Numerous Chinese management studies have demonstrated significant differences between Chinese and Western management. This exploratory paper investigates the impact of Chinese culture and Western traditions on China's contemporary school leaders' views of leadership and management, particularly in the areas of relationship building, delegation, and promotion. Data were drawn from questionnaires completed by school leaders and individual interviews with principals from different parts of China. The findings indicate that the differences between Chinese and Western management practices in Chinese schools are not static and should not be over-stressed. To different extents, the respondent school leaders of China were affected by both Chinese and Western values and practices in school leadership and management. Specifically, they were more influenced by Chinese culture in the areas of school management and organization and by Western values and practices in the areas of relationship building, staff performance, and promotion. Their leadership and management preferences were also influenced by other factors, including gender, domestic politics, and development.