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1.
School autonomy in personnel policy is important to effective personnel management. With increased autonomy in personnel policy, principals could wield their leadership to improve teachers’ organizational commitment. However, little is known about whether the given autonomy in personnel policy meets principals’ expectation and whether and how the gap in between has an effect on teachers’ organizational commitment. This research explores the effects of autonomy gap in personnel policy, principal leadership, teachers’ self-efficacy and school contextual factors on teachers’ organizational commitment. Multilevel analysis was used. The results show the effects of autonomy gap in personnel policy differ among areas. In particular, the autonomy gap in salary was found to be a significant antecedent of teachers’ organizational commitment. The results also highlight the importance of principal leadership in this process. Principals with a stronger leadership tend to perceive generally a larger autonomy gap in personnel policy. In addition, when transformational leadership increased, its positive influence on teachers’ organizational commitment became even stronger. Implications for developing efficacious leadership and autonomy policy in personnel management were discussed. 相似文献
2.
Seventy university teacher preparation programs and 100 instructional programs serving at least 120 deaf and hard of hearing students were surveyed separately to (a) determine the demand for additional doctoral-level leadership personnel in deaf education, (b) obtain guidance for university leadership preparation programs in deaf education for the purpose of recruiting leadership personnel, and (c) identify experiences that would be relevant to the positions for which prospective leadership personnel are preparing. Data representing 54% of teacher preparation programs and 65% of instructional programs serving deaf and hard of hearing students in the United States evince the need for additional doctoral-level personnel for faculty positions in university teacher preparation programs in deaf education, as well as the need for leadership positions in instructional programs serving deaf and hard of hearing children. Data also provide direction for leadership preparation programs in addressing the leadership personnel needs of the field. 相似文献
3.
The deaf education profession faces a critical juncture. First, the 2006 leadership crisis that swept deaf education's flagship institution--Gallaudet University--will propel professionals to think deeply about promoting diversity, equity, and access in deaf education teacher and leadership preparation programs. Second, personnel shortages require attention: Teacher and leadership voids in university and K-12 programs loom if training efforts are not increased. Teaching and leadership needs center on three challenges: (a) understanding the changing demographic composition of the student, teacher, and leadership populations; (b) developing an evolving curriculum founded on research-based practices; (c) continuing to enlarge the knowledge base through applied research in the social sciences. Two case studies examine teacher training and leadership programs at universities that address these challenges. The importance of workplace deaf-hearing bicultural teams is examined. Implications for the preparation of teacher and leadership personnel in deaf education are discussed. 相似文献
4.
Ryan Watkins 《Performance Improvement Quarterly》2001,14(3):117-132
This study examined the relationships among specified personality and individual characteristics of university students with their level of commitment to a measurable, results‐focused statement of an Ideal Vision. The study examined variables (including locus of control, generativity, self‐efficacy, values, and risk taking) to determine their relationship with an individual's commitment to an Ideal Vision. Concurrent assessments of individual differences and commitment were utilized to investigate the relationship these variables may have with an individual's commitment to the pragmatic leadership and management practice of using an Ideal Vision as the starting place for strategic planning, needs assessment, performance improvement, and decision making. 相似文献
5.
在新的发展条件下,高校人事档案具有更明确的现实性、动态性和资政性等待征,对高校人事档案工作提出了更高的要求。本文通过对目前高校人事档案管理存在的问题的分析,提出对高校人事档案信息资源开发利用的一些建议,指出高校管理工作中,提高其管理效能,实现更好的管理方式和利用方式,会对高校管理工作产生积极的影响。让高校职工的工作积极性更高,岗位设置更合理,所以,加快高校人事档案制度的改革势在必行。 相似文献
6.
美国高校不在编教师的数量呈增加趋势,而在编教师的数量在逐渐减少。影响高校教师编制比例改变的因素分为内部因素和外部因素两种。早期美国的强势教育投资,形成了大量的学术人才储备是高校人事制度改革的有利条件之一。尽管美国高校的人事制度改革饱受争议,但它提供了一个较为灵活的用人机制,对我国目前高校人事制度改革提供有益的借鉴。 相似文献
7.
大学之治:道德领导的思维向度 总被引：5，自引：0，他引：5
科层领导模式是现代大学管理的一个显著标志,但现代大学一旦陷入韦伯所谓的科层制“牢笼”,便不可避免地产生意义失落与自由失落的存在危机。现代大学科层领导模式内在的致命缺陷,在于它根据工具理性的原则排斥正向的道德价值的介入,这是科层领导模式的病根。20世纪90年代道德领导理论的兴起,为我们展示了变革现代大学科层领导模式的新的思想地平线,对当下我国大学“以德治校”的实践具有重要的方法论意义。 相似文献
8.
Donald P Ely 《British journal of educational technology : journal of the Council for Educational Technology》1989,20(3):183-190
Indonesia, like many developing countries, has problems of increasing numbers of students, shortage of qualified teachers, limited resources and strong support for traditional schooling. Educational technology has been introduced to help alleviate some of the problems and has been relatively successful over the past 15 years. A planned effort to use educational technology in appropriate ways began in the mid-1970s and is still growing. Such success does not come easily. The lessons learned from this effort are explicitly stated in four categories: (1) cultural affairs (2) personnel and training (3) organisation and management and (4) leadership. Each 'lesson' is stated as a principle or guideline. Conclusions emphasise the importance of leadership, commitment, local control, long-range planning and the presence of a communications satellite. 相似文献
9.
Kim Fong Poon-McBrayer 《Journal of Educational Change》2017,18(3):295-309
The roles of principal leadership in change management have long been documented. The key concern to examine in this study was the dilemmas and measures confronting principals’ when they led changes to instigate inclusive education in Hong Kong. Thus, this paper aims to report sources of dilemmas and how principals tackled them in the change process. Ten principals of schools recognized for effective inclusive education practices were interviewed in a qualitative study. Findings suggested that the process of leading change was very complex. Two dilemmas were identified: (a) principals’ struggles between benefits and issues of participating in inclusive education and (b) autocratic initial decisions versus need for staff involvement. The second dilemma stemmed from not involving key staff while the implementation required their active participation. Thus, the existing organizational culture and personnel capacities became obstacles required for the success of inclusive education. The leadership measures to tackle the obstacles began by building a shared vision which in turn required both transactional and transformational leadership activities in order to increase teacher commitment to reforms. This study has contributed to change leadership theories in affirming the need to include socio-political contexts in examining leadership decisions toward school reforms. 相似文献
10.
D. T. Gamage 《Higher Education》1992,24(1):77-92
The recent reforms in Australian higher education system envisaged the creation of a unified national system at the expense of the binary system with a smaller number of larger institutions through institutional mergers. The Green Paper quoted the La Trobe Lincoln merger as an exemplar. This paper examines the outcomes of these reforms in general with particular emphasis on La Trobe Lincoln merger, based on an evaluation of relevant archival material and interviews with all key personnel of both institutions and the merged university including the goals and academic rationale set for the merger and the progress made during the first three years, along with future trends. 相似文献
11.
12.
William Locke 《Higher Education Quarterly》2007,61(1):83-102
Research evidence indicates that an unusually broad range of issues take on strategic significance in a merger and that organisational cultures are critical to the successful integration of staff, students and other stakeholders within a newly combined higher education institution (HEI). This study was based on two specialist higher education (HE) colleges seeking to expand through merger in order to meet the revised criteria for university status in England. It sought a better understanding of the similarities and differences between the management styles and organisational cultures of the two colleges and an assessment of the significance of these for the proposed merger. The main conclusion of the study was that management styles and initiatives needed to be mindful of the existing cultures and subcultures of the two colleges, otherwise there was a risk that the status and efficiency of the new HEI might be improved at the expense of its academic and scholarly development. 相似文献
13.
Jon McNaughtan Tiberio Garza Dustin Eicke Hugo A. Garcia Mary Ann Bodine Al-Sharif 《Higher Education Quarterly》2023,77(4):774-791
Over the last few decades, there has been a significant increase in the number of student service personnel, yet demand has outstripped this growth leading to turnover and low employee satisfaction. Scholars and practitioners alike have called for increased levels of empowerment of these workers, but the outcomes of this approach need further analysis. We utilize data from a survey of international centre directors in the United States and employ a partial least squares-based structural equation modelling to investigate the relationship between empowerment and employ perceptions including work satisfaction, organizational commitment, perspective of leadership and personal engagement. Specifically, trust meaning and personal consequence are strong components of empowerment in this sample. Our results indicate a positive relationship between empowerment and job satisfaction, organizational commitment and perspectives on leadership. In addition, we find that organizational commitment mediates the relationship between empowerment and personal engagement. 相似文献
14.
Utilising critical theory, we explored the causes of the conflict that arose between academic staff on fixed-term renewable contracts and university administrators at Mzuzu University in Malawi in order to draw lessons. We collected data using semi-structured, in-depth interviews and document analysis. Ten university employees were purposively selected for interviews. The results showed that the causes of the conflict were, in the view of the respondents a mixture of: 1) a mutually antagonistic relationship between academics and university administrators; 2) less-than-effective administration of contracts by the university leadership; 3) dispute with respect to the university council’s views over the age of staff on contract; and 4) the university leadership’s negative response to a group of academics who criticised the administration. We argue that these results suggest leadership skills were less-than-satisfactory on the part of university senior management. We offer suggestions that could improve such leadership skills. 相似文献
15.
入世后我国旅行社面临的挑战和对策 总被引：1，自引：0，他引：1
沈萍 《洛阳工业高等专科学校学报》2003,13(1):70-71
加入世贸组织后，随着国外跨国公司的进入，我国旅行社将面临着激烈的竞争。应加速企业制度改革，实现企业集团化，开展国际化经营，实施人才战略，提高国际竞争力。 相似文献
16.
Women remain outsiders in university leadership and management. The literature indicates that discipline base, career mobility, experience outside academia, selection processes, and gender stereotyping may impact on women becoming senior managers. This article reports on research with current and former Vice‐Chancellors, senior managers, and recruitment firms to identify skill requirements for effective leadership and management. Our research indicates gender is an issue in higher education leadership, in recruitment and selection, exclusion from male camaraderie, and preference for transformational leadership. This research will produce a skills benchmark to assess future leadership positions and hopefully cut across current gender bias.
相似文献17.
家庭服务业是关乎国计民生的重要产业,家庭服务业的蓬勃发展离不开专业人才的推动,而高校家政专业人才的培养正是加强家庭服务专业人才队伍建设的有力推手.要解决当前高校家政专业人才培养与产业发展之间存在的诸多不平衡不适应问题,应从加强政府主导、合理制定人才培养目标、加强专业建设、优化课程体系设置、强化实践教学、突出人才培养特色六个方面入手,才能探索出高校与市场双赢的发展之路. 相似文献
18.
林东明 《福建工程学院学报》2011,9(2):193-195,201
为了确保高校国有资产安全完整,保障高校国有资产健康有序发展,文章基于资产管理与预算管理相结合的工作思路,针对当前高校资产管理存在问题,从机制完善、制度健全、队伍建设以及改进管理内容等方面,探讨新时期高校资产管理的有效途径。 相似文献
19.
Mary J. Hoferek 《Quest (Human Kinetics)》2013,65(1):95-102
The merging of sex-separated physical education departments has brought the profession to a crossroad that could have implications for future generations. As the merger process has occurred, women have systematically lost more leadership positions than men. Unless the profession takes action, women will remain vulnerable and the loss of women leaders will continue. Possible reasons for the loss of women leaders are discussed. Suggestions for women and men concerned with fostering equal opportunity within the profession are given. 相似文献
20.
The paper discusses research leadership in public universities under change and the role of entrepreneurial strategies in research. Research leadership function today in situations where the New Public Management movement one the one hand have introduced management by accountability and control in the university while on the other hand open boundaries to other knowledge organizations, arenas and networks, and creation of resources are becoming more important than ever. Hence, an entrepreneurial strategy is more important than traditional managerial skills in order to produce new knowledge centres. By analysing two cases on the construction of new research groups, we will introduce new perspectives on research leadership, where dilemmas, uncertainty and complex relations to other managerial systems in the universities are in the forefront. The paper presents an important contribution to the understanding of a special form of creating new knowledge production in the university by means of organizational entrepreneurship. 相似文献