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This chapter examines staffing trends for Beta Alpha Psi (BAP) advisors over the past 20 years to document the degree of tenure- versus nontenure-track faculty involvement. We surveyed faculty advisors to determine how they are compensated for their BAP service. Our findings show a significant increase in the percentage of nontenure-track faculty filling the role of BAP advisor. Additionally, few advisors appear to receive pecuniary benefits for their service, and nearly one-third receive no reimbursement from their institutions for BAP-related expenses that they incur. We discuss the implications of these findings and their potential for limiting BAP's ability to execute future strategic initiatives.

The purpose of this case study is to explore the perceptions of science, technology, engineering and mathematics (STEM) faculty members toward mentoring undergraduates.

Within the context of a student scholarship and faculty development project, funded by the National Science Foundation (NSF), STEM faculty members were interviewed at a small teaching-focused university in South Texas, United States. This research study utilized a qualitative case study approach based on semi-structured interviews with nine Mathematics and Computer Science faculty members. Transcripts were coded thematically, beginning with open coding and continuing with repeated rounds of comparison leading to the identification of four themes.

Four themes were identified in the data: describing settings where mentoring occurs, identifying the tasks of mentoring, developing skills for mentoring others and inhabiting the identity of a mentor. These findings suggest that increasing faculty engagement and effectiveness in mentoring STEM students may be a matter of broadening the definition of mentoring and helping faculty members develop the identity of a mentor.

In an effort to promote retention of students, specifically within STEM fields, many initiatives highlight the importance of faculty mentoring for undergraduate students. This research suggests that faculty members' perceptions of the role and structure of a mentoring relationship will shape this relationship and have an impact on student persistence and success.

While most studies of faculty–student mentoring focus on the experiences of students, this study explored faculty members' perceptions of that relationship.

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.

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.

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.

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.

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.

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.

This study aims to outline a library-led open educational resource (OER) training program for faculty and an assessment of barriers to OER adoption on campus. This study examines program assessment data (including faculty-reported needs to increase the likelihood of OER adoption) and analyzes a community-focused outreach strategy for a new OER program.

This program took a user-centered approach to developing campus support services for OER that specifically sought to address local needs and challenges. It intentionally incorporated strategies related to faculty motivation and satisfaction.

Although this faculty incentive program did not require OER adoption, a high number of voluntary OER adoptions occurred and participants showed interest in sharing information about OER across campus. Information about barriers to adoption informed future services.

This paper presents an adaptable model to launch new OER services and encourage a culture of using affordable course materials.

This project gathered information and identified collaborators to help build a sustainable, community-oriented OER program. The program focused early efforts on collecting and incorporating stakeholder feedback rather than moving directly to strategies focused on adopting or creating OER. It offers a model for other libraries to follow in creating sustainable practices.

This paper aims to present recently published resources on library instruction and information literacy, providing an introductory overview and a selected annotated bibliography of publications covering various library types, study populations and research contexts.

This paper introduces and annotates English-language periodical articles, monographs, dissertations, reports and other materials on library instruction and information literacy published in 2019.

The paper provides a brief description of all 370 sources and highlights sources that contain unique or significant scholarly contributions.

The information may be used by librarians, researchers and anyone interested as a quick and comprehensive reference to literature on library instruction and information literacy.

The purpose of this paper is to examine the relationships between quality education and human resource management practices of faculty supervisor’s support, job autonomy and working condition in the private universities. Specifically, how does the working atmosphere in the private universities in Bangladesh play a mediating role in the links between faculty supervisory support and job autonomy toward excelling quality education?

To answer this question, a theoretical framework using the strategic contingency theory as its basis was established. Data (n = 515) were analyzed using structural equation modeling.

The findings of the study indicate that faculty supervisor’s support and working condition have significant positive relations with quality education and the working condition has an important mediating role in the links between supervisor’s support, job autonomy and quality education in the private universities in Bangladesh.

First, the study used faculty as respondents from only 19 private universities in Bangladesh where more than 100 universities are in active operation at present. Second, the study included only top-ranking private universities and ignored other low-grade local private universities ranked by the university grant commission and they should be included in the study. Third, this study did not include public universities in the survey. Fourth, only two antecedents to the working environment toward quality education were included. Finally, this study collected data only from the faculty of the school of business and economics for examining their opinion.

From an academic and practical perspective, as a cumulative body of study on the relationship between different HRM practices and quality education, this paper will be better able to advise concerned authorities of higher education intuitions on the elements they need to address to ensure quality teaching and learning in their institutes.

Several factors that directly and indirectly influence quality education through pleasant working environments appear to the surface. Thus, to create a vital working condition in private universities, academic leaders or authorities should be aware to make some improvements.

The study reveals a paramount finding that can help academicians and authorities of private higher education institutes.

Health is one of the most basic human rights. The mental health of contemporary and future health services providers is of great significance. The purpose of this paper is to investigate the mental health of the faculty members and students of Kurdistan University of medical sciences

This was an analytical-descriptive and cross-sectional study, which was conducted using the Census method on 249 faculty members and proportionately by using random sampling on 347 students in 2019. Data were collected using the 28-item General Health Questionnaire. Data analysis was done via SPSS 24 software by using statistical tests such as T-test and one-way ANOVA.

The mean values (standard deviation) of the total score of mental health among students and faculty members were 27.43 (14.37) and 20.17 (11.37), respectively. In total, 57.2% of students and 31% of faculty members had symptoms of mental disorder. The highest mean score among faculty members and students was observed on the subscale of “social dysfunction.” There was a significant relationship between the mental health of students and where they study and the mental health of faculty members and type of faculty member with the faculty in which they work (p < 0.05).

The prevalence of mental disorders’ symptoms among faculty members and students of Kurdistan University of medical sciences was high, and it must be considered by policymakers and managers of the health system to plan appropriate interventions.

The purpose of this paper is to develop and assess a faculty development program targeted at pedagogically sound integration of technology by faculty into their courses.

The paper developed a program that combines a summer training institute and a yearlong faculty learning community. This program is supported by instructional technology and faculty development experts, and rewards the participants both with a stipend and with acknowledgement. To assess the effectiveness of this program, the paper used electronic anonymous surveys during the middle and end of the program.

Self-reported evaluations suggests that the alumni of the 2011-2012 cohort will continue to develop and adapt technologies in their course, and would encourage their colleagues to do the same. In addition, the majority report that the program has changed the way they see and use technology in the classroom. Additional observations about the program alumni's involvement in continuing efforts to improve teaching with technology indicate that this program may be having an effect beyond the individual participants.

Assessment of the program was limited to only one year, and needs to continue to evaluate the program and the faculty after they leave the program.

This program provides a possible model to implement change at a university, on teaching with technology, or other teaching- and learning-related topics.

In a world where there are increasing expectations of technology in teaching, a successful model of faculty development which produces an increase in pedagogically sound faculty adoption of teaching technology is a valuable one to higher education.

To provide insight into the relevant factors for faculty recruitment and retention that can help leadership of business schools to design and implement a tailored policy to recruit and retain academic talent in a highly competitive and international market.

Two surveys were sent out in parallel to deans/directors and faculty of 181 European business schools. A total of 42 important factors were selected and ranked in order of importance for both recruitment and retention of academic talent. In addition the faculty were asked to indicate to what extent they are satisfied with each of the factors in their current situation. Deans/directors were asked to indicate to what extent they felt able to influence each of the factors.

Factors of crucial importance for recruitment and retention were identified, both from the deans and from the faculty perspective. Perception gaps occurred between deans and faculty, as well as satisfaction gaps on important factors: this led to the identification of interesting policy problems and opportunities. Segmentation of the sample facilitated the demonstration of differences in perception between groups of faculty according to gender, age and rank, and between groups of schools according to legal structure, orientation, enrolment, and accreditation status.

Deans/directors of 69 European schools and 350 faculty members in 12 countries completed the survey. The database could be further enlarged to make more detailed analysis possible. Expanding the research to include schools of other continents would enable one to analyse cross‐continent differences between business schools.

The developed framework and the data provide an excellent opportunity for business schools' leadership to analyze the effectiveness of its policy and benchmark the school against a selected peer group.

The survey and the developed framework for analysis are unique and, in this form, have never been done before. The value of the paper is that it presents unique evidence on important factors crucial to faculty management.

The purpose of this study was to determine faculty preferences and attitudes regarding reference management software (RMS) to improve the library’s support and training programs.

A short, online survey was emailed to approximately 272 faculty.

Survey results indicated that multiple RMS were in use, with faculty preferring Zotero over the library-supported RefWorks. More than 40 per cent did not use any RMS.

The relatively short length of the survey precluded a more detailed investigation of faculty attitudes. The 20 per cent response rate, although typical of surveys of this type, may over-represent those faculty who have strong attitudes toward RMS. These findings support the necessity of doing more research to establish the parameters of the RMS environment among faculty, with implications for support, instruction and outreach at the institutional level.

Surveys should be conducted to establish local faculty RMS usage and preferences, as they may differ from both published findings and local expectations. Because it is unlikely that faculty will overwhelmingly use one RMS, libraries should plan to support multiple RMS.

This study is among the first to investigate the issue of RMS faculty preferences in a liberal arts setting.