共查询到20条相似文献，搜索用时 62 毫秒
1.
《Early childhood research quarterly》1997,12(2):145-167
Job turnover among a sample of 169 child care workers from rural and semi-rural parts of Pennsylvania was examined in relation to demographic, work related and nonwork related factors. Findings indicate that the perceived choice of other jobs and job tenure both have an impact on intention to leave, as well as on actual 12 month turnover. Turnover in this study was unrelated to a survey measure of job satisfaction as well as to wages; however, job satisfaction was frequently cited in open ended responses as a reason for staying on the job. Participants' open ended responses suggest that the dynamics of staff turnover in child care are complex and that motivations for staying on the job may be both similar to and different than motivations for leaving. Possible reasons for failure to replicate previous research on child care staff turnover are explored as are implications for policy and practice. 相似文献
2.
This paper started with the review of the history of technology acceptance model from TRA to UTAUT. The expected contribution is to bring to lime light the current development stage of the technology acceptance model. Based on this, the paper examined the impact of UTAUT model on ICT acceptance and usage in HEIs. The UTAUT model theory was verified using regressions analysis to understand the behavioral intention of the ADSU academic staffs’ acceptance and use of ICT in their workplace. The research objective is to measure the most influential factors for the acceptance and usage of ICT by ADSU academic staff and to identify the barriers. Two null hypotheses were stated: (1) the academic staff of ADSU rejects acceptance and usage of ICT in their workplace. (2) UTAUT does not predict the successful acceptance of ICT by the academic staff of the Adamawa State University. In summary, our findings shows that the four constructs of UTAUT have significant positive influence and impact on the behavioral intention to accept and use ICT by the ADSU academic staff. This shows that university academic staff will intend to use ICT that they believe will improve their job performance and are easy to use. The facilitating conditions such as appropriate hardware, software, training and support should be in place by the management. In the Adamawa State University, EE and SI are found to be the most influential predictors of academic staff acceptance of ICT and use among the four constructs of UTAUT. The greatest barriers are time and technical support for staff. Knowledge gained from the study is beneficial to both the university academic staff and the Nigerian ICT policy makers. 相似文献
3.
Ingrid Moses 《Higher Education》1986,15(1-2):135-149
Research studies conducted in the USA, Britain, Australia and New Zealand which examine academic staff's attitude to the promotion procedures in their institutions have all found dissatisfaction with existing promotion practices. In particular academics are reported to be dissatisfied with the undervaluing of teaching excellence in promotion decisions.This paper discusses studies of job satisfaction and staff motivation as background to an interview study at an Australian university. Data concerning promotion issues from interviews with 104 academic staff members are presented and discussed.Interviewed staff at that university see their institution as actively encouraging research through rewards and incentives. But they perceive the university as paying only lip-service to teaching by requiring documentation of teaching performance without rewarding good performance adequately. Many also perceive the university as interested more in publications than in scholarship and some adjust their activities accordingly. 相似文献
4.
The high turnover rates of beginning teachers are an issue of continuing concern in education. However, little is known about the motivational process that encourages beginning teachers to stay in the teaching profession. This study investigated how working conditions (job insecurity, teacher autonomy, collective responsibility, reflective dialogue, and deprivatised practice) and psychological states (teacher self-efficacy and affective commitment) influence turnover intentions. A sample of 272 beginning teachers from 72 Flemish (Belgian) primary schools was recruited for this questionnaire-based study. Path analysis revealed that teacher self-efficacy and affective commitment directly reduced the intention to leave the job. Furthermore, teacher self-efficacy and affective commitment fully mediated the relationships between teacher autonomy and the intention to leave the job and collective responsibility and the intention to leave the job. These findings provide insight into the underlying psychological processes of beginning teachers to leave education. 相似文献
5.
大学教职员工的工作压力研究 总被引：20，自引：0，他引：20
大学教职员工的压力源和工作压力反应两方面的指标,可以反映出高校教师和行政人员之间工作压力的差异。教职员工的主要压力源在于其工作的自主性不足,他们没有足够的工作自由度和独立性。这方面的限制不仅来源于其工作环境和体制,而且还来自于身边人员的压力。在压力源上,教师所感受到的工作局限性要比行政人员少一些,这可能与二者工作性质的不同有关。从工作压力反应方面来看,教职员工的总体工作稳定性还是比较高的,这也许与他们稳定的收入和良好的福利有关。但是高校教师的辞职意向还是要高于行政人员,这可能是因为学历的提升开阔了眼界,站在更高的层次上就会产生更多的欲求。 相似文献
6.
通过对428名在职专业技术人员的职业高原、工作投入、工作绩效、工作满意度、离职意向进行调查,分析结果显示：员工的工作投入、工作满意度与职业高原呈显著负相关,离职意向与职业高原呈显著正相关,工作绩效与职业高原的相关不显著。对应分析的结果显示：出现严重职业高原现象的员工容易出现较高的离职意向、较低的工作投入和工作满意度,而无高原现象的员工一般具有高投入、高绩效、高满意度和低离职意向。回归分析的结果表明：员工职业高原的四个维度对工作投入、工作绩效、工作满意度、离职意向均有不同程度的预测作用。 相似文献
7.
Faculty intentions to unionize: Theory and evidence 总被引：1，自引：1，他引：0
In this paper, we test the Farber/Saks model of why workers join unions. Specifically, we find that their model can be extended to intentions to unionize among university professors. Significant predictors of the intention to unionize include economic variables, job security variables, and other noneconomic variables. 相似文献
8.
The relationships and differences in how academic staff perceive their work and organisation are of great importance for human resource strategies in the higher education sector. The present study examines work-related attitudes of academic staff, namely job satisfaction, self-efficacy and organisational commitment. The purpose is to analyse how these attitudes differ among groups of individuals. Results show that there is an alternative way of classifying academic staff into distinct groups based on work-related attitudes apart from the conventional classification based on position alone. Findings suggest that university managers should be careful in balancing between different systems of control or incentive. 相似文献
9.
A growing number of postdoctoral academics cite stressful working conditions for considering abandoning their studies and leaving the academic profession entirely before they obtain a tenured position. This paper identifies the mechanisms by which work stress influences postdocs’ intentions to leave academia. Based on Schaubroeck et al.’s (1989) stress-turnover-intention model, we propose a professional turnover-intention model that includes both the effort-reward imbalance model as a comprehensive measure of work stress and affective professional commitment. The research model is tested using structural equation modeling (SEM) and data from 421 postdocs. The results show significant support for the hypothesized effects. In particular, a three-path-mediated effect is found from work stress to the intention to leave academia via strain and job satisfaction. Additional analyses reveal significant gender differences: The relationship between overcommitment and strain is stronger for female postdocs than it is for male postdocs, and the direct link between work stress and the intention to leave academia applies only to female postdocs. Further, job satisfaction fully mediates the relationship between affective professional commitment and the intention to leave academia. Thus, we provide a model on an academics’ professional turnover intention that goes beyond previous research by incorporating two important mediators, strain and job satisfaction. We also confirm the relevance of affective professional commitment to professional turnover intentions in the realm of academia. Specific policy recommendations for retaining more postdocs in academia are given. 相似文献
10.
大学生在求职面试中的礼仪问题及建议 总被引：1，自引：0，他引：1
刘云 《北京工业职业技术学院学报》2010,9(3):82-85
当前,大学生求职面试中在礼仪方面存在着很多具体问题,归纳起来主要有两个方面:心理方面、形象方面。从以上两个方面找出常见的礼仪错误并提出解决的参考意见,让大学生在求职面试中给招聘者留下良好的印象,被理想单位录用从而实现自己的工作意愿。 相似文献
11.
Teacher policy is high on national agendas and countries are seeking to improve schools. Demands on schools and teachers are more complex and it is expected that a larger number of teachers will enter the profession. Studies indicate that the period when teachers are newly qualified is a peak time for leaving the profession. The purpose of this study was to investigate work engagement and teacher efficacy and their relationship to job satisfaction, burnout and the intention to quit among newly qualified teachers. 750 questionnaires were distributed to teachers who had less than six years experience as a teacher after they had completed their teacher education from one university in southern Norway. 192 completed surveys were returned, a response rate of 25.6%. In line with the hypothesis, proposed work engagement and teacher efficacy are positively related to job satisfaction but negatively related to job burnout and the intention to quit. Practical implications of these findings are discussed. 相似文献
12.
Wage equity and female faculty job satisfaction: The role of wage differentials in a job satisfaction causal model 总被引：2，自引：1，他引：2
Linda Serra Hagedorn 《Research in higher education》1996,37(5):569-598
The present study examined the role of female/male wage differentials in a model of job satisfaction. Female/male wage differentials were initially derived in a manner designed to eliminate much of past discriminatory practices. Subsequently, wage differentials were incorporated in a causal model to predict multiple aspects of academic job satisfaction for female faculty. It was hypothesized that the magnitude of the gender-based wage differential not only affected global job satisfaction but also intentions to remain in the academy, perceived stress level, perceptions of collegiality, and perception of the institution among female faculty. The findings indicated that as gender-based wage differentials increased, global job satisfaction of female faculty decreased. This significant effect was manifested predominantly through faculty perceptions of the institution. 相似文献
13.
Joan‐Lluis Capelleras 《Tertiary Education and Management》2013,19(2):147-166
Abstract The relationships and differences in how academic staff perceive their work and organisation are of great importance for human resource strategies in the higher education sector. The present study examines work‐related attitudes of academic staff, namely job satisfaction, self‐efficacy and organisational commitment. The purpose is to analyse how these attitudes differ among groups of individuals. Results show that there is an alternative way of classifying academic staff into distinct groups based on work‐related attitudes apart from the conventional classification based on position alone. Findings suggest that university managers should be careful in balancing between different systems of control or incentive. 相似文献
14.
The study explored the factors that relate to the likelihood of institutional researchers (IRs) to plan to leave their jobs.
Learning more about the effects on IR job turnover can serve to improve the employment experience of IR practitioners, the
profession of IR, and, indirectly, higher education. 1,264 IRs responded to a national survey comprised of antecedents of
intention to quit one’s job that had a high degree of construct validity within job turnover theories. Data were tested against
a theoretical model developed from the Industrial-Organizational Psychology and IR literature. Perceived organizational support
was the strongest predictor of intent to quit. Burnout, lack of advancement opportunities, lack of rewards and recognition,
job embeddedness, and available job alternatives also affect IRs intention to quit. Suggestions for supporting IRs and elevating
the role of IR on campuses are included. 相似文献
15.
Using a self-report survey, this investigation described university employees' reactions to the publication of their salaries in a local campus newspaper. Correlational analyses indicated associations between impact of the disclosure and salary level, salary equity/satisfaction, instrumentality of performance-reward outcomes, internal salary attributions, and salary discussion. Further analysis found differences in respondent perceptions to be contingent upon job category (academic, professional, and support staff) and faculty level. Qualitative analysis suggested that individual responses to the salary disclosure took various forms: no effect at all, planning to leave one's job, attempting to correct salary inequities, reducing personal effort, and working harder. The findings are discussed in relation to the literature on open pay systems and invasion of privacy.This paper was presented in part at the 43rd Annual Meeting of the Academy of Management, Dallas, Texas, August 1983. 相似文献
16.
17.
本研究以现代大学治理体系建设为背景,通过深度访谈和内容分析,探讨高校行政人员的胜任力及其提升策略。研究提出了高校行政人员胜任力分析模型,将现代大学治理体系构成要素与行政人员个体的胜任力要素,放置在专业化、职业化的维度中考量,总结归纳出7大显性要素、5大隐性要素。研究以此胜任力分析模型为指标,对A大学教育职员“爱岗敬业”奖的部分获奖者先进事迹材料进行内容分析,描绘出绩效卓越的高校行政人员的胜任力画像,发现专业化、职业化水平是胜任力建设的核心目标。最后,研究从加强系统规划、完善培训考核、建立流动机制、形成文化认同4个层面提出了高校行政人员的胜任力提升策略。 相似文献
18.
通过问卷调查法了解福建省高校人事工作人员工作满意度总体状况,结果表明:高级职称人事工作人员工作满意度的各个维度上的得分均高于中级和初级职称;二本院校、职业院校人事工作人员总体工作满意度分值显著高于重点大学、一本院校。同一院校中男女人事工作人员之间存在升迁进修的明显差异;同一院校中总体工作满意度并不存在性别差异。提出高校管理层须重视人事管理人才的培养,促进人事管理人才的可持续发展建议。 相似文献
19.
Kedir Assefa Tessema 《Higher Education Quarterly》2009,63(1):29-45
There have been significant increases in the number of universities and student enrollments in the last fifteen years in Ethiopia. The numerical gains have brought about improved access to higher education for students. The expansion has also diversified fields of study and opened opportunities to pursue higher degrees to a significant number of students. Furthermore, the opportunity created for the university staff includes increased university job security, positions in the university leadership and scholarships for PhD degrees. On the other hand, the downside effects of the massification have worsened the conditions of university teaching staff. Among others, it has resulted in increasing work load and extended work schedules for academic staff. A managerialist culture has evolved that measures teaching against instrumental outcomes. There is a sense of deprofessionalisation and deskilling among staff manifested in practices that are disconnections from professional knowledge, skills and attitudes. As staff are increasingly over-engaged, by taking more weekly class hours and managerial responsibilities, less 'down time' is available to keeping with developments in their fields of specialisation and practice 相似文献
20.
The effect of change and transformation on academic staff
and job satisfaction: A case of a South African University 总被引：1，自引：0，他引：1
No institution of higher education in the world can make valid claims that it is immune to the effects of change and transformation.
An array of trends such as the massification of higher education, widened access, response to new demands of technology, globalisation,
internationalisation, increased accountability, the use of new modes of delivery and materials, as well as dwindling higher
education resources, are placing enormous pressure on staff (Green and Hayward, Transforming Higher Education. Phoenix: Oryx Press, 1997). Not only are traditional academic roles changing, but – in certain instances – working conditions
have become unfavourable and unsupportive of staff’s efforts to pursue the mission of higher education. The article presents
the outcome of a case study that was undertaken in a historically White Afrikaans university to investigate the implications
of change and transformation on academic staff. Although the case study was conducted within a localised boundary of space
and time of one institution, the authors are of the opinion that enough evidence exists that, given the dominating ruling
culture of the apartheid’s regime, to which no university in South Africa was immune, it is most likely that other institutions
will relate with the findings of the research. The study was emancipatory in that it sought to inform the university management
about how transformation was affecting academics and their job satisfaction and to establish which strategies the University
had in place or hoped to put in place to make the environment favourable for change. Academics were also involved in making
recommendations on how the areas of dissatisfaction could best be addressed. 相似文献