Workload Of Academic Staff In Malaysian Public University: Perspectives Of Top Management

Author(s):  
Nurli Yaacob
2018 ◽  
Vol 9 (2) ◽  
pp. 27-45 ◽  
Author(s):  
Sabah Abdullah Al-Somali

This article is aimed at assessing the factors that affect the use of Green ICT by individuals in tertiary level education institutions in the emergent nations. A total of 226 valid questionnaires were collected from administrative and academic staff in a public university. Results indicated that behavioural intention positively influences actual green computing behaviour. Employees with a positive outlook towards Green ICT issues are practising Green ICT at work. The results also reflected that level of self-awareness and ecological concern were significant factors (p < 0.001) influencing the attitude towards the adoption and use of Green ICT. The findings from the data obtained show that TRA provides an explanation of the factors responsible for the use and acceptance of Green ICT among emergent nations, specifically Saudi Arabia. Furthermore, the study contributes to the development of strategies and frameworks to implement Green ICT strategies at tertiary level education institutions in developing countries to ensure that Green ICT is appropriately applied and accepted.


2020 ◽  
Vol 28 ◽  
pp. 131
Author(s):  
José Alfonso Jiménez Moreno ◽  
Salvador Ponce Ceballos

The article addresses the problem of accreditation of educational programs in Mexico. The importance of this type of evaluation is generated based on the policies in which higher education in Latin America is circumscribed. The objective of the research was to carry out a documentary analysis of 21 accreditation documents of seven programs of a public university over three periods, in order to classify the recommendations made by the accrediting instances; The resulting units or categories were as follows: Academic Staff, Students, Curriculum, Collaboration, Research and Program Management. The results show a lack of conceptual delimitation and compliance with international standards in the 21 documents, as well as information that suggests the university should increase the competitiveness of its programs, consolidate collegial work, strength trajectories, and meet the needs of the environment. The authors conclude that there is a need to make explicit the evaluation model that supports the accreditations. In addition, they  describe how the accreditation promotes academic productivity and the establishment of basic conditions for the organization and operation of educational programs.


SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110503
Author(s):  
Innocent A. Nwosu ◽  
Ben Ohuruogu ◽  
Joseph O. A. Ekpechu ◽  
Ethelbert Okoronkwo ◽  
Christiana O. Chukwu ◽  
...  

The study is aimed at determining how structured supervision of influences work attitude and promotes job performance in universities. This is because the success of any academic institution depends on effective supervision of staff. To achieve the objectives, the study adopted survey research design using interviews and questionnaire. Respondents (107) were selected from different units/departments of a public university in Nigeria through stratified sampling technique. Data were analyzed using descriptive statistics. The study revealed that Junior Non-Academic Staff of the university were poorly supervised, leading to poor job performance. The cause of this is non-application of structured supervision. The study believes in structured supervision, which involves elimination of harsh supervision, enthronement of cordial relationship between workers and their supervisors, regular training of supervisors, promotion of exemplary supervision, and provision of institutional policy on supervision. Therefore, there is a strong relationship between structured supervision and high job performance. As a result, it is important that supervisors are regularly trained to imbibe spirit of structured supervision which will help them to lead their subordinates to achieve high job performance.


2020 ◽  
Vol 1 (1) ◽  
pp. 79-88
Author(s):  
Wilson Mugizi ◽  
Abeera Odetha Katuramu ◽  
Augustina Ogaga Dafiewhare ◽  
John Kanyesigye

This study examined the relationship between employee rewards on work engagement of non-academic staff in a public University in Uganda. Specifically, the study analyzed relationship between intrinsic rewards and extrinsic rewards with work engagement of the support staff. Using a quantitative approach, the study adopted the correlational research design. Data were collected using a questionnaire survey. Data analysis involved descriptive and inferential statistics. The descriptive statistics were means while the inferential statistics included correlation and regression analysis. Descriptive results revealed that while the respondents rated intrinsic rewards, vigour and dedication high, absorption and extrinsic rewards were moderate. Inferential analyses revealed that both intrinsic and extrinsic rewards had a positive and significant relationship with work engagement. It was concluded that both intrinsic and intrinsic rewards are essential for work engagement of employees. Therefore, it was recommended that management of universities such as human resource directorates should design jobs that offer intrinsic rewards to employees and provide extrinsic rewards that are attractive to employees.


Research culture a system that posits importance to conducting and communicating scholarly research, is highly expected from academic staff in the higher learning institutions. Skillful academics with high levels of (intrinsic) motivation in conducting research are most likely needed to achieve the desired research culture. Therefore, a research project has been conducted to examine the possibility of understanding and promoting research culture at a public university in Malaysia. Distinctive instruments were developed to achieve the purpose. This paper, thus, is aimed at examining the psychometric properties of a 44-item survey instrument developed to delve into the academic staff’s intrinsic motivation in conducting research. The survey was administered to 326 academic staff from various faculties in a public university. The Rasch Measurement Model, which provides evidences on the fundamental measurement requirements of research instrument, was used to analyse the psychometric properties of the survey instrument using the Winsteps software program. The results of the Rasch analysis combined with qualitative investigation showed that the survey measured two distinct subscales or sub-dimensions of intrinsic motivation (namely positive and negative), which should be carried out separately in the final analysis. The resulted two subscales met the measurement requirements as evidenced by the individual analyses of the Rasch Model. Three misfit items were deleted from the second subscale (i.e. positive). Further items could be added to the two subscales to target the respondents with high ability measures. Recommendations were also given to revise the 5-point Likert scale used in the surveys in other related studies.


2022 ◽  
Author(s):  
Ahmad Taufik Hidayah Abdullah ◽  
Mohd Nazri Latiff Azmi ◽  
Isyaku Hassan ◽  
Engku Suhaimi Engku Atek ◽  
Zailani Jusoh

The Malaysian government has long recognized the significance of mastering the English language among its citizenry. The government has planned, and subsequently, implemented many policies to ensure Malaysians master the English language. Although civil servants have a strong desire to master the English language to perform their duties more efficiently, poor English communication skills have become a major concern in this regard. Therefore, this research aims to investigate common errors in writing the English language among non-academic staff at Universiti Sultan Zainal Abidin (UniSZA), a public university in Malaysia. The study employed an Error Analysis approach by conducting document analysis where every respondent was required to write a paragraph in the English language in about 150-200 words on the topic“My greatest challenge as a UniSZA officer”. The findings revealed that a sizeable number of non-academic staff committed different types of errors in writing the English language, including errors related to subject-verb agreement, passive voice, plurality, choice of word, omission of word, use of article, tense sequence, word ordering, gerund, addition of word/redundancy, and comparison of adjective. It was observed that lack of linguistic skills, lack of exposure, and inadequate practices in written English were the main factors contributing to the English writing errors among the non-academic staff. These findings could help the university management to develop appropriate programs that can assist the non-academic staff to develop English writing competence. However, this study is limited to English writing errors. Further research may focus on other language skills such as speaking and listening.


2009 ◽  
Vol 75 (2) ◽  
pp. 333-347 ◽  
Author(s):  
Cristina Bayona-Sáez ◽  
Salomé Goñi-Legaz ◽  
Cristina Madorrán-García

The purpose of this article is to qualify the hypothesis that states that the presence of committed workers contributes to organizational success. So, it is necessary to clarify first of all what type of commitment and what kind of success is meant. The article then examines which variables the organization needs to act upon in order to influence it. A survey questionnaire was developed and distributed to academic staff at a public university in Spain. Data were analyzed using two ordered logit models, one for each type of commitment analyzed: affective commitment and continuance commitment. Analysis of the data shows that personal variables have a positive impact on affective commitment, and, while job-related characteristics do not appear to be significant, group variables such as working atmosphere have a positive impact. With respect to continuance commitment, age proved to be negatively significant and possession of a doctorate has a positive influence. The variables used to capture available opportunities to leave the organization are negatively significant. Points for practitioners The results that emerge can help educational managers to understand the predictors of the different types of commitment and design effective human resource policies. The empirical application is carried out in an organization within the services sector, specifically, a public university in Spain. A further contribution is the incorporation of variables from all categories or groups of antecedents, which permits a thorough diagnosis.


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