scholarly journals Managing Quality for Job Performance: Is Paternalistic Leadership Behavior an Alternative to Influence Trust?

2021 ◽  
Vol 16 (2) ◽  
pp. 175-183
Author(s):  
Ahmad Fikri Mohd Kassim ◽  
Norizatul Mazni Razali ◽  
Norfaezah Mohd Rosli ◽  
Ellail Ain Mohd Aznan ◽  
Poy Hua Khor
Keyword(s):  
Job Performance ◽  
Family Environment ◽  
Cultural Context ◽  
Leadership Behavior ◽  
Academic Staff ◽  
Paternalistic Leadership ◽  
Staff Members ◽  
University Level ◽  
Dyadic Systems ◽  
The University

Successful leaders play a complex role. Leaders may manipulate followers to accomplish goals since they have authority and power to influence. Interestingly, Paternalistic leadership has qualities of attributes not only on the reactions of dyadic systems and followers but also subordinates’ attitudes and behavior. Paternalistic leadership flows from a particular cultural context. A family environment is created by paternalistic leaders in the management system. They display 'goodwill' and act as a leader in family approaches towards staff. Currently, there is no specifically conducted gender-based research at the university level specifically to analyze the perceptions of paternalistic leadership on job performance and trust among the staff of the university. Therefore, this study focused primarily on the perceptions of paternalistic leadership behavior among staff members at the university level. A total of 254 respondents from UiTM Perlis staffs (male, n = 125; female n = 129) from four departments [Student Affairs, academic affairs, administration, and academic staff (lecturers)] completed a questionnaire pack assessing the study variables. Results revealed that (i) there are significant correlations in the dimension of paternalistic leadership, job performance, and trust perceived by staff at UiTM Perlis Branch, (ii) there are no significant differences in the dimension of paternalistic leadership, job performance, and trust between gender by staff at UiTM Perlis Branch. In conclusion, a leader who can create a better work environment can enhance staff competencies and influence trust in them.

The Manica Charcoal Stove Project

2013 ◽  
Vol 24 (2) ◽  
pp. 2-15
Author(s):  
Chris Bradnum
Keyword(s):  
Manufacturing Systems ◽  
Industrial Design ◽  
Academic Staff ◽  
Field Testing ◽  
Biomass Energy ◽  
Staff Members ◽  
Developing Communities ◽  
Community Projects ◽  
The University ◽  
The Town

A study was conducted by staff and students from the Department of Industrial Design in the Faculty of Art, Design and Architecture (FADA) at the University of Johannesburg on alternative charcoal stove design under the title Manica Charcoal Stove Project for developing communities. The project was started in support of the principle designs developed for the Maputo Ceramic Charcoal Stove, now known as the Poupa Carvão (POCA) charcoal stove, developed by Crispin Pemberton-Piggott of the Program for Biomass Energy Conservation (ProBEC) which is supported by GIZ. A research group consisting of two academic staff members and four 3rd year Industrial Design students visited the town of Manica in Mozambique in 2008 to complete user field testing and use these results to inform alternative charcoal stove designs. The project falls under the broad area of design for social development and expands on aspects of community centred design developed within the Department of Industrial Design at the University of Johannesburg. This paper briefly describes the research method and the design process used to develop the stove concepts. It discusses aspects related to the design of new charcoal burning stoves and touches on the manufacturing systems available for stove production in the region. It evaluates the principles of user centred design in developing community projects and gives direction to further studies of this kind.

Scholarly Communication in a Digital Environment: Populating the Institutional Repository of the University of Botswana

Libri ◽  
2015 ◽  
Vol 65 (1) ◽  
Author(s):  
Olugbade Oladokun
Keyword(s):  
Performance Management ◽  
Academic Staff ◽  
Scholarly Communication ◽  
Developed Countries ◽  
Academic Excellence ◽  
Institutional Repositories ◽  
Staff Members ◽  
University Of Botswana ◽  
The World ◽  
The University

AbstractThis paper examines the numerous benefits of digital scholarly communication made visible through institutional repositories (IRs) that have become trendy in institutions of higher learning in developed countries of the world. In line with its vision to be a leading centre of academic excellence in Africa and the world, the University of Botswana (UB) established its own IR known as the UB Research, Innovation and Scholarship Archive (UBRISA). This paper discusses the challenges of profiling digital scholarly communication on UBRISA, a technology brimming with potential but which UB staff has largely ignored. The consequences of this neglect are seen in the paltry submissions to it during its four years of existence. The paper explains the implementation policy, and the involvement and functions of a tripartite team that drives UBRISA. The paper notes that the problem of tardiness experienced in populating the digital repositories of other institutions is also deeply rooted in UB. It shares some failed efforts made to populate UBRISA through the instrument of the performance management system – an annual contract which the academic staff members sign at the beginning of the year. The paper then analyses the efforts of the Scholarly Communication in Africa Programme (SCAP) that worked with UB in training its staff regarding the operation of the IR, and also established a workflow process for vetting, describing and uploading content to the IR so that UB scholarship could become more visible to the world. Some recommendations are also offered.

scholarly journals University of Wollongong in Dubai: creating a private university in the public interest

2011 ◽  
Vol 1 (4) ◽  
pp. 1-13 ◽  
Author(s):  
Rob Whelan ◽  
Daniel Kratochvil
Keyword(s):  
Higher Education ◽  
Public Interest ◽  
Academic Staff ◽  
Private University ◽  
Subject Area ◽  
Content Type ◽  
The Public ◽  
Staff Members ◽  
Complex Organization ◽  
The University

TitleUniversity of Wollongong in Dubai: creating a private university in the public interest.Subject areaHigher education leadership and planning.Study level/applicabilityPostgraduate/higher education.Case overviewProfessor Rob Whelan was appointed President of the University of Wollongong in Dubai (UOWD) from the University of Wollongong in Australia (UOW). Professor Whelan brought to the job in Dubai the perspective that public‐good benefits flow from a comprehensive institution engaged with the larger community and these are led by academic staff members who produce research that serves the national interest. To apply this model to UOWD meant a thorough analysis of the organization in terms of both its culture and its broader environment. This case explores the various processes through which a new leader takes stock of an existing institution, identifies the potential for development in a particular direction, draws upon a range of stakeholders to refine the vision and develop it into a strategic plan, gains support for the plan, and then implements change through close collaboration with the institution's constituents.Expected learning outcomesThis case can be used to explore a number of issues in leadership and management including: identifying the various internal and external stakeholders in a complex organization; analysing strategies for mobilization for change, including the assessment of inclusive versus exclusive approaches; reviewing the opportunity costs of change; and assessing types of leadership.Supplementary materialsTeaching notes.

scholarly journals Accounting for the faculty differentials in the production of PhD graduates in a South African university

2021 ◽  
Vol 35 (3) ◽  
Author(s):  
M. Tanga ◽  
F. Megbowon ◽  
V. Nkonki ◽  
T. Rulashe
Keyword(s):  
Academic Staff ◽  
Monitoring And Evaluation ◽  
Staff Members ◽  
Junior Staff ◽  
Positive Discrimination ◽  
Important Means ◽  
The Government ◽  
Set Up ◽  
Recruitment And Selection ◽  
The University

The ability of an institution to graduate students, also known as the throughput rate, is one of the most important means of an institution receiving a grant/ subsidy from the government. This article sought to interrogate the differentials in throughput rates of PhD graduates per faculty in a selected institution over a period of five years. Framed within the interpretive paradigm, a qualitative approach and a case study design were adopted. A non-probability purposive sample of 30 participants was selected the academic staff within the six faculties that make up the university under investigation. Data was collected through in-depth interviews and document analysis. Interview transcripts were analysed thematically and using the constant comparison technique. The major findings pointed to differentials in PhD production across faculties as emanating from variations in supervision approaches as reflected in the recruitment and selection of candidates, students’ composition, allocation of supervision load, preparation and orientation of candidates, mentoring of both students and junior staff members, as well as monitoring and evaluation of students’ progress. The findings also revealed challenges like lack of financial support for students, poor structural set-up of some faculties as well as “positive” discrimination in some faculties. These factors constrained the throughput rates in different faculties differently, resulting to a difference in PhD graduate production. It is concluded that there are some quality concerns resulting from the poor processes and procedures as well as the number of graduates from some staff members. It is recommended that the university harmonise its diverse PhD processes and procedures, and enlarge some faculties by creating distinct departments to provide requisite support and interventions to narrow the differentials and improve quality.

scholarly journals Factors of Job Stress among university teachers in Pakistan A conceptual review

2014 ◽  
Vol 1 (2) ◽  
pp. 28-30 ◽  
Author(s):  
Anwar Khan ◽  
Rosman Bin Md Yusoffa ◽  
Kamran Azam
Keyword(s):  
Job Stress ◽  
Academic Staff ◽  
University Teaching ◽  
University Teachers ◽  
Staff Members ◽  
Organizational Environments ◽  
Working Performance ◽  
Potential Factors ◽  
The University ◽  
Conducive Environment

University teaching is universally known for its stressful nature. The university teachers are exposed to various stressors at work as a result of which their working performance is affected. The current study has conceptually reviewed the different factors of Job Stress among university teachers in Pakistan by using non-systematic narrative review technique. Following review of existing literature, the findings of current study revealed nine potential factors as determinants of Job Stress among university teachers in Pakistan. These factors were related to both intra and extra organizational environments of universities in Pakistan. This study concludes that university teaching is a stressful profession in Pakistan. The problem of Job Stress should be managed both at individual and institutional levels. Individually the academic staff members should get awareness about causes and consequences of Job Stress. At institutional level the management of universities should provide Stress free conducive environment, so that university teachers could be saved from the devastating effects of Job Stress. 

scholarly journals Structured Supervision Propelling Job Performance in Universities: Achieving Goals without Chains

SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110503
Author(s):  
Innocent A. Nwosu ◽  
Ben Ohuruogu ◽  
Joseph O. A. Ekpechu ◽  
Ethelbert Okoronkwo ◽  
Christiana O. Chukwu ◽  
...  
Keyword(s):  
Job Performance ◽  
Academic Staff ◽  
Sampling Technique ◽  
Strong Relationship ◽  
Public University ◽  
Descriptive Statistics ◽  
Work Attitude ◽  
The University ◽  
Effective Supervision ◽  
Regular Training

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.

scholarly journals Examining the Links Leading to Behavioral Support for Change: An Expectancy Theory Perspective

2020 ◽  
pp. 1-08
Author(s):  
Farhan Mehboob ◽  
Noraini Othman
Keyword(s):  
Positive Impact ◽  
Academic Staff ◽  
Critical Factor ◽  
Behavioral Support ◽  
Cross Sectional ◽  
Staff Members ◽  
Implementing Change ◽  
The University ◽  
University Officials

Purpose of the study: An individual’s support for change is a critical factor in successfully and effectively implementing change. Therefore, identifying possible antecedents and mechanisms leading to one’s behavioral support for change is necessary. The study aims to unpack this avenue of research empirically by examining the role of both person and context as factors in promoting behavioral support for change. Methodology: Data was collected from 292 academic staff members of six public sector universities in Pakistan via cross-sectional means. A self-reported questionnaire was used to collect responses from the desired sample. SPSS 25 and AMOS were used to analyze the data for its relevance to the objectives of the study.  Main Findings: Results revealed a positive impact of change-efficacy on academic staff members’ behavioral support for change. Moreover, change-valence provides an effective intervening mechanism to translate the effect of change-efficacy on both dimensions of behavioral support for change, that is, compliance and championing behavior. Research limitations/implications: The study contributes to the existing literature on organizational change, particularly in the university setting, by examining and empirically validating the factors of both person and context as significant predictors of behavioral support for change among academic staff. However, more research is needed in other organizational and work contexts to further apply the study’s implications within these diverse contexts. Novelty/Originality of this study: The study offers useful insights for senior university officials intending to build support for change by enhancing academic staff levels of efficacy and positive expectations regarding such change and enables them to successfully execute the change-related tasks into viable actions.

scholarly journals Academic Staff Perception of the Extent of Politicizing Administration of Universities: Implications for National Development

2020 ◽  
Vol 11 (4) ◽  
pp. 38
Author(s):  
Aniefiok Oswald Edet ◽  
Michael Ekpenyong Asuquo ◽  
James Ekpenyong Okon
Keyword(s):  
Due Process ◽  
Academic Staff ◽  
National Development ◽  
Cross River ◽  
Cross River State ◽  
Staff Perception ◽  
Staff Members ◽  
University Of Technology ◽  
Research Questions ◽  
The University

The aim of this study was to examine academic staff perception of the extent of politicizing administration of universities: Implications for National Development. The study adopted survey research design. The study was guided by two research questions and two research hypotheses. The population of the study was made up of all academic staff in the University of Calabar and Cross River University of Technology, all in Cross River State, Nigeria. Out of the sample size of 430 academic staff used for the study, 250 were males while 180 were females. The instrument for data collection was entitled: “Academic Staff Perception of the Extent of Politicizing Administration of Universities Questionnaire (ASPEPAUQ).” Data collected were analyzed using mean and standard deviation for the research questions. While independent t-test was used to test the two hypotheses formulated for the study. From the result of the study, academic staff members were positive in their perception of the extent of politicizing administration of universities. Male and female academic staff did not differ significantly in their rating of the extent of politicizing administration of universities. It was also found that provision of adequate funds, provision of adequate facilities, proper management of available resources, discouragement of ethnicity and improvement in staff physical/social environment were rated as the vital roles of universities administrators in the administration of universities for national development. It was concluded that due process in practice should be maintained and improved upon by the respective universities administrators to ensure equity and for national development to abound.

Developing a Mathematical Model of Entrepreneurship Based on Transformational Leadership Behavior

2015 ◽  
Vol 72 (5) ◽  
Author(s):  
Fatemeh Rashed ◽  
Amir Hosein Moradi Deluyi ◽  
Khadijah Daud
Keyword(s):  
Transformational Leadership ◽  
Entrepreneurial Orientation ◽  
Structural Equation ◽  
Structural Model ◽  
Leadership Behavior ◽  
Academic Staff ◽  
Measurement Model ◽  
Equation Modeling ◽  
The University ◽  
University Industry

This study aimed to reduce the university-industry gap from the perspective of leadership and entrepreneurship. The focus of this research is to assess the influence of transformational leadership of manager on academic staff’s entrepreneurial orientation and to pave the way for identifying potential opportunities, generating new ideas in industrial relation, and to subsequently narrow the university-industry problem. In order to understand the contribution of leadership within the university–industry context, this research reviewed the effect of transformational leadership style on entrepreneurial orientation and then examined the existing relationship. The population of this study is the academic staff of a public university in Iran. A research sample of 295 academic staff was chosen by using stratified sampling technique. Technical analysis of data applied Structural Equation Modeling in two step: measurement model for testing the construct validity of questionnaires and structural model for hypothesizes testing with mathematical program. The results showed that transformational leadership was the best predictor for entrepreneurial orientation. The research findings in this study revealed that the quality of transformational leadership within an organization had an effect on the entrepreneurial orientation. One of the managerial implications of this study is to reinforce the recognition and basis of enhancing entrepreneurial orientation by transformational leadership.

INVESTING IN YOUNG ACADEMIC STAFF AT AN HEI: A PARTICIPANT’S EXPERIENCES OF THE UNISA RESEARCH DEVELOPMENT PROGRAMME

2016 ◽  
Vol 12 (2) ◽  
pp. 90-98
Author(s):  
Thulile Pearl Shandu
Keyword(s):  
Higher Education ◽  
South Africa ◽  
Career Development ◽  
Higher Education Institutions ◽  
Academic Staff ◽  
Development Programme ◽  
Research Development ◽  
Staff Members ◽  
The University

This article is based on the views and experiences of one participant who was part of the Young Academics Programme (YAP) for staff members at the University of South Africa (Unisa) in 2011. In the article, the author presents the scope of the programme, including its contents; her experiences of the programme; as well as the contributions of the programme to personal and career development. While previous research on YAP is acknowledged, the thrust of the article is on one participant’s experiences and how the programme contributed specifically to the particular participant’s development, especially in research. The article, therefore, highlights and validates some of the previous findings on YAP, while presenting new insights based on the 2011 YAP group. At the end of the article, recommendations are presented with reference to the programme, Unisa as an institution as well as other higher education institutions (HEIs).

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