Academic staff in Europe: Changing employment and working conditions

2004 ◽  
pp. 7-32 ◽  
Author(s):  
Jürgen Enders
Keyword(s):  
Working Conditions ◽  
Academic Staff

The Relationship between Job Stressors and Organizational Change Among Academic Staff at Universiti Teknologi Mara (UiTM) Cawangan Kelaantan.

2021 ◽  
Vol 7 (2) ◽  
pp. 201
Author(s):  
Nik Mohd Faris Nik Min ◽  
Intan Nurul ‘Ain Mohd Firdaus Kozako ◽  
Muhammad Ammar Haidar Ishak ◽  
Mohd Hafeez Al-Amin Abdul Wahab ◽  
Ayu Kamareenna Abdullah Thani ◽  
...  
Keyword(s):  
Organizational Change ◽  
Working Conditions ◽  
Role Ambiguity ◽  
Academic Staff ◽  
Product Diversification ◽  
Role Overload ◽  
Job Stressors ◽  
Peer Relation ◽  
Job Stressor ◽  
The Relationship

Change usually occurs when an organization replaces its management, technological change or product diversification, et cetera. However, organizational change can increase work stress levels, and employees need to cope with new and old stressors.  This research emphasizes the factors of job stressors, such as role overload, role ambiguity, unprofitability, poor peer-relation, and strenuous working conditions. The purpose of this research was to identify the relationship between job stressors and organizational change among academic staff at Universiti Teknologi MARA (UiTM) Cawangan Kelantan (Machang Campus) and to identify the most affected job stressor during the organizational change. The research was non-experimental which was categorized by correlation. Quantitative data was collected using a questionnaire contained three separate sections and was distributed to 155 academic staff at UiTM Cawangan Kelantan (Machang Campus). The reliability analysis was conducted and the Cronbach Alpha value ranged from 0.529 to 0.852. Pearson Correlation was used to examine the relationship between job stressors and organizational change, and it was found that all variables of job stressors had a significant relationship with organizational change except for unprofitability. It was also found that the most affected job stressor during organizational change was poor peer-relation. The researchers hope that this study would educate employees regarding factors affecting job stressors towards organizational change.  Keywords: Organizational change, role overload, role ambiguity, unprofitability, poor peer-relation, strenuous working conditions.

scholarly journals An Analysis of leadership behaviors and leadership styles of rector candidates on the context of the rectorship election at universityÜniversitede rektör adaylarının liderlik davranışlarının ve liderlik stillerinin rektörlük seçimleri bağlamında incelenmesi

2018 ◽  
Vol 15 (1) ◽  
pp. 77
Author(s):  
Aydın Çivilidağ
Keyword(s):  
Qualitative Analysis ◽  
Leadership Styles ◽  
Leadership Style ◽  
Working Conditions ◽  
Academic Staff ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
English Summary ◽  
The Other ◽  
Social Scientists

This research has two purposes. One of them is to determine rectors candidates' leadership behaviours and the other is to determine their leadership styles. As regards first purpose it has been done in the case of qualitative analysis. 7 rector candidates have dispatched 298 e-mails to academic staff in April-July 2016 during the rector elections in a state university in Akdeniz region. It was analyzed by content analysis on these e-mails in this research. The other purpose is that has been done in the direction of convergent pattern of qualitative analysis. It had gaven closed ended surveys to four academics, to objectively determine the leadership style of the rector candidates. In survey was written ten leadership styles determined by investigator. These academics observed candidates' behaviours as determining leadership of participants during the rector elections. These four social scientists who studied in different areas of social sciences voluntarily and were completed closed ended surveys. In the first part of the research was done as regards to 7 rector candidates who were and was done alphabet coding between A-G each of them during analysis. It used convenient sampling technique which is one of the purpose sampling methods in research. Also, descriptive analysis was conducted to increase the validity of the study. According to results; Discourses of participants were collected four sub- themes. These are discourses of related management, discourses of related scientific studies, discourses of related educational and teaching and discourses of related scholars’ working conditions and their rights. A, C and G participant made the most discourses 85.71% about discourses of related management subtheme than the others. Participant B made more discourses 62.50% about discourses of related scientific research sub-theme than the others. Participant G made more discourses 100% about related educational and teaching subtheme than the others and B participant made more discourses 83.33% about related scholars’ working conditions and their rights than the others. With respect to discourses of based project; G participant made the most discourses 40% than the others. Participant B made the most discourses of introduce yourself 60% than the others. Leadership styles of participants in the direction of their sending e-mails to follower when it was analysed that leadership styles of all participants had business-oriented leadership, second 71.42% democratic leadership and it follows them at the same rate 42.85% relationship-oriented leadership and empowering leadership. As a result of the social scientists that were observed and determined about leadership styles of participants by four social scientists; it was found leadership style of relationship-oriented was come forward this finding follows in order of leadership styles of business-oriented and leadership style of democratic. Also, it was determined leadership style for each of participants in study.Extended English summary is in the end of Full Text PDF (TURKISH) file.ÖzetBu araştırmanın iki amacı vardır; birincisi üniversite rektör adaylarının (katılımcılar) liderlik davranışlarını ve ikincisi lidelik stillerini belirlemektir. İlk amaçla ilgili olarak nitel analizin durum deseni doğrultusunda çalışma yapılmıştır. Akdeniz bölgesindeki bir devlet üniversitesinde yapılan rektörlük seçimlerinde 7 rektör adayının Nisan - Temmuz 2016 tarihleri arasında öğretim üyelerine gönderdikleri 298 e-posta içerik analizine tabi tutularak incelenmiştir. Rektör adaylarının rektörlük seçim sürecinde kendilerine oy veren öğretim üyelerine (takipçilerine) gönderdikleri e-postalardaki mesajlarda kullandıkları ifadeleri doküman analizine tabi tutulmuştur. Araştırmanın ikinci amacıyla ilgili olarak nitel analizin yakınsayan parallel deseni doğrultusunda çalışma yapılmıştır. Bunun için rektör adaylarının liderlik stillerini objektif olarak belirlemek amacıyla bağımsız ve gönüllü dört farklı alandan sosyal bilimci akademisyene on liderlik stilini tanımlayan kapalı uçlu anketler verilmiştir. Yanıtlayıcı sosyal bilimcilerin rektör adaylarıyla ilgili gözlem ve değerlendirmeleri doğrultusunda liderlik stilleri belirlenmeye çalışılmıştır. Araştırmanın ilk kısmında rektör adaylarıyla ilgili olarak A-G arasında alfabetik kodlama yapılmıştır. Araştırmada amaçlı örnekleme yöntemlerinden kolayda örnekleme tekniği kullanılmıştır. Araştırmanın geçerliliğini artırmak için betimsel analize de yer verilmiştir. Elde edilen sonuçlara göre; Katılımcıların takipçilerine yönelik söylemleri dört alt temada toplanmıştır. Bunlar: Yönetimle ilişkili söylemler, Bilimsel Çalışmalara İlişkin Söylemler, Eğitim ve Öğretime İlişkin Söylemler ve Akademisyenlerin Çalışma Koşullarına ve Haklarına İlişkin Söylemler Alt Teması. Yönetimle ilişkili söylemler alt temasında; A, C ve G katılımcıları %85.71 ile en fazla söylemde bulunmuştur. Bilimsel Çalışmalara İlişkin söylemler alt temasında B katılımcısı %62.50 ile en fazla söylemde bulunmuştur. Eğitim ve Öğretime İlişkin Söylemler alt temasında G katılımcısı %100 ile en fazla söylemde bulunmuştur. Akademisyenlerin Çalışma Koşullarına ve Haklarına İlişkin Söylemler alt temasında B katılımcısı %83.33 ile en fazla söylemde bulunmuştur. Proje temelli söylemlerle ilgili olarak, G katılımcısı %40 ile en fazla proje söyleminde bulunan katılımcı olmuştur. Kendilerini tanıtma söylemi alt temasında F katılımcısı %60 ile en fazla kendini tanıtma söyleminde bulunmuştur. Katılımcıların takipçilerine gönderdikleri e-posta doğrultusunda liderlik stilleri incelendiğinde, tüm katılımcılarda iş yönelimli liderlik stilinin öne çıktığı, bunu %71.42 ile demokratik liderlik ve %42.85 ile ilişki yönelimli ve aynı oranla güçlendirici liderliğin izlediği belirlenmiştir. Dört sosyal bilimcinin liderlik stiliyle ilgili katılımcıları değerlendirmeleri sonucunda ise, ilişki yönelimli liderlik stilinin katılımcılarda öne çıktığı, bunu iş yönelimli ve demokratik liderliğin izlediği bulunmuştur.

Academic Careers in Transnational Higher Education: The Rewards and Challenges of Teaching at International Branch Campuses

2021 ◽  
pp. 102831532110527
Author(s):  
Stephen Wilkins ◽  
Carrie Amani Annabi
Keyword(s):  
Working Conditions ◽  
Online Survey ◽  
Academic Staff ◽  
Job Security ◽  
Survey Questionnaire ◽  
Publish Or Perish ◽  
Branch Campuses ◽  
International Branch Campuses ◽  
Transnational Higher Education ◽  
Foreign Culture

This research investigates the attitudes, working conditions, experiences, and job satisfaction of academic staff employed at offshore campuses. An online survey questionnaire was completed by 72 academic staff in 10 different countries, which included China, Malaysia, Qatar, the UAE, and Vietnam. It was found that the desire for adventure and travel, and to experience a foreign culture, were the most popular motivations for working at an offshore campus. Common challenges and disadvantages of teaching at an offshore campus are the lack of job security, support for research, academic freedom, and opportunities for development and advancement. However, such academics often have motivated students, smaller class sizes, greater autonomy at work, fewer meetings, higher disposable income, and less of the ‘publish or perish’ culture. Almost three-quarters of our research participants believe that it is possible to have an attractive career teaching in transnational education, at offshore campuses.

The Impact of Working Conditions on Academic Staff Turnover at Africa University, Mutare, Zimbabwe

2016 ◽  
Vol 3 (2) ◽  
pp. 91-98
Author(s):  
Stanislas Bigirimana ◽  
◽  
Esnath Ntombizodwa Sibanda ◽  
Reason Masengu ◽  
◽  
...  
Keyword(s):  
Working Conditions ◽  
Academic Staff ◽  
Staff Turnover ◽  
Africa University ◽  
The Impact

Strategies of resistance in the neoliberal university

2019 ◽  
pp. 135-150
Author(s):  
Mary Hamilton
Keyword(s):  
Working Conditions ◽  
Academic Staff ◽  
International Market ◽  
Interview Study ◽  
Work Loss ◽  
Writing Practices ◽  
Loss Of Autonomy ◽  
Collective Resistance ◽  
Everyday Resistance ◽  
The Uk

Major changes are taking place in the UK university sector as HE is transformed into a high value commodity on the international market. These changes impact strongly on the day-to-day experience, relationships and identities of academic staff. This chapter reports on an interview study of academics’ writing practices in three UK Universities and three disciplines. Despite ample and vivid evidence of stress, acceleration of work, loss of autonomy and deteriorating working conditions we found little trace in our data of organized, collective resistance. However, there were many examples of tactical and symbolic workarounds and of staff holding on to core disciplinary values and vocational commitments. The chapter suggests that the framework of "everyday resistance" as proposed and documented in many contexts by Scott and others helps us to understand these reactions and how they reflect high levels of discomfort and wider frustration with the directions in which universities are moving.

scholarly journals Human resource practices as determinants of employees’ intention to leave: a study from a selected South African institution

2016 ◽  
Vol 13 (3) ◽  
pp. 403-409 ◽  
Author(s):  
Muleya D. ◽  
Hlanganipai Ngirande ◽  
Rachidi M.P.
Keyword(s):  
Organizational Culture ◽  
South African ◽  
Human Resource ◽  
Working Conditions ◽  
Academic Staff ◽  
Intention To Leave ◽  
Jel Classification ◽  
Human Resource Practices ◽  
Staff Members ◽  
South African Institution

The success of higher education institutions worldwide lies in the quality of their employees. The study investigated the influence of human resource practices on academic staff members’ intention to leave. The study which was conducted at a selected university in South Africa, consisted of (n = 35 males = 85.7% and female = 14.3%) who completed a questionnaire on their perceptions of human resource practices on employees’ intention to leave. Data was analyzed to determine the human resource practices which have significant influence on employees’ intention to leave. Findings from the correlation analysis indicated a significant relationship between organizational culture, working conditions, remuneration, as well as remuneration administration, and employees’ intention to leave. Keywords: intention to leave, recruitment, organizational culture, remuneration, working conditions, organizational policy. JEL Classification: J63, M12, J31, J81

scholarly journals «Sono una madre single. Non sento di poter essere competitiva quanto altri»: esperienze di personale precario nelle università del Regno Unito. Translated by Gloria Dagnino

2020 ◽  
Vol 19 (2) ◽  
Author(s):  
Thomas Allmer
Keyword(s):  
Higher Education ◽  
Theoretical Analysis ◽  
Market Orientation ◽  
Working Conditions ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Qualitative Interviews ◽  
Cultural Transformations ◽  
Informational Capitalism

Universities play a central role in informational capitalism. However, higher education institutions have undergone economic, political and cultural transformations leading to competition, market orientation and new management forms. These changes have effects on many levels, including the working conditions and practices of individuals involved in the information gaining process. This article aims to find out how the existing working conditions and practices at universities form the meanings, identities and experiences of individuals by focusing on precariously employed academics. I address this question based on a theoretical analysis and qualitative interviews with casualised academic staff. Translated by Gloria Dagnino

scholarly journals Working conditions of academic personnel of higher education institutions in Latvia

2020 ◽  
Author(s):  
Dita Stefenhagena ◽  
◽  
Inga Vanaga ◽  
Anda Grinfelde ◽  
Keyword(s):  
Higher Education ◽  
Working Conditions ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Work Practice ◽  
Education Institution ◽  
Research Paper ◽  
Public Higher Education ◽  
Decent Work ◽  
Academic Personnel

Academic society is exposed to continuous growing demands and requirements – innovative pedagogical work, international recognition in research, cooperation with industry - these are just part of requirements which have to be ensured by academic staff at each higher education institution (HEI) in Latvia. The question arises – do working conditions of academic staff, taking into consideration described demands, duties and requirements, correspond with decent work practice, such as competitive pay and working stability? The aim of the research paper is to investigate if the factors influencing work of academic staff are following decent work practice. In order to reach the aim of the research paper, the authors have used the results of the Latvian Trade Union of Education and Science Employees (LIZDA) survey conducted at public higher education institutions in Latvia. The time period of survey was April – September, 2019. The target group of the survey were representatives of academic staff. The major conclusions of the research are the following: (1.) salary of academic staff isn’t competitive with other public professions and positions in Latvia; (2.) working stability of academic staff is low because of insecure and precarious contracts; (3.) working conditions of academic personnel regarding competitive salary and work stability don’t correspond with the decent work practice.

scholarly journals The Effect of Empowerment and Compensation on Job Satisfaction of Academic Staff at Universitas Negeri Malang

2020 ◽  
Author(s):  
Dudung Ma’ruf Nuris ◽  
Cipto Wardoyo ◽  
Yogi Dwi Satrio
Keyword(s):  
Job Satisfaction ◽  
Data Analysis ◽  
Data Collection ◽  
Multiple Regression ◽  
Working Conditions ◽  
Quantitative Research ◽  
Academic Staff ◽  
Job Security ◽  
Employee Empowerment ◽  
Employee Job Satisfaction

Job satisfaction is not only determined by the amount of compensation provided, but can be influenced by other factors, namely employee empowerment. Salary, promotion, job security, working conditions, job independence, relationships with colleagues, relationships with superiors, and company characteristics. From this statement it can be described that in addition to compensation, empowerment is a factor that affects one’s job satisfaction. This research includes quantitative research with multiple regression. Data collection using a questionnaire and data analysis using multiple regression data analysis. The results showed that the effect of employee empowerment and compensation at Universitas Negeri Malang was quite significant. Empowerment of academic staff will be maximized if employees are given full trust to work, while providing maximum compensation according to employee expectations will result in employee job satisfaction. Keywords: empowerment, compensation, job satisfaction

Sign in / Sign up

Export Citation Format

Share Document