scholarly journals Occupational stress in female academic staff working in private and public universities

2015 ◽  
Vol 3 (04) ◽  
pp. 25-27
Author(s):  
Maha Abdul Moniem Mohammed El Amin ◽  
Purna Singh A
Keyword(s):  
Occupational Stress ◽  
Public Universities ◽  
Academic Staff ◽  
Private Universities ◽  
Public University ◽  
Full Time ◽  
Sampling Frame ◽  
Public And Private ◽  
Significant Difference ◽  
Private And Public

The present study was aimed to compare occupational stress between female academic staff working in private and public universities. The sampling frame for the study comprised 1523 full-time female academic staff working at both public and private universities at Khartoum State. Gumaa Said Yousif (2004) was used to measure occupational stress. There is no significant difference in occupational stress between female academic staff who works in private or public university. There is a significant difference between female academic staff working in public and private universities. It has been concluded that female academic staff working in private universities are vulnerable to burnout in the emotional exhaustion dimension.

scholarly journals Employee Job Satisfaction in Nigerian Tertiary Institution: A Comparative Study of Academic Staff in Public and Private Universities

2017 ◽  
Vol 5 (4) ◽  
pp. 33-46
Keyword(s):  
Job Satisfaction ◽  
Public Universities ◽  
Academic Staff ◽  
Private Universities ◽  
Primary Data ◽  
Tertiary Institution ◽  
Public And Private ◽  
Significant Difference ◽  
Private And Public ◽  
The Difference

The paper examines the difference that exists in the level of job satisfaction between academic staff in private and public tertiary institutions in Nigeria. Centred on detailed review of literature, the hypothesis formulated for research is whether academic staff in public universities are more satisfied with their jobs compared to academic staff in private universities. The variables with which job satisfaction was measured are recognition, pay and working condition. The sample of the study comprise 120 academic staff – 88 members of staff from a public university and 32 academic staff from a private university within Kwara state, Nigeria. Questionnaires were used as the instrument with which primary data was collected. Independent ‘’t’’ test was performed to obtain the difference in job satisfaction between both sectors of tertiary institution. Also, oral interviews were arbitrarily conducted with 8 academic staff from both universities. The findings of the research indicate that a significant difference in job satisfaction exists between academic staff in private and public universities in Nigeria. The result also showed the following: 1. Academic staff in private universities have better working conditions 2. Academic staff in public universities have better payment package 3. Academic staff in private universities are more recognised for their job. Recommendations were offered by researcher to cater for the short-falls identified from the dichotomy in job satisfaction from both sectors 1. private-public interaction 2.To enhance job satisfaction of academic staff in private universities, Government should formulate policies that will cater for other incentives, such as enjoyed by academic staff in public universities.

Knowledge sharing of academic staff

2014 ◽  
Vol 63 (3) ◽  
pp. 203-223 ◽  
Author(s):  
Chin Wei Chong ◽  
Yee Yen Yuen ◽  
Geok Chew Gan
Keyword(s):  
Knowledge Sharing ◽  
Public Universities ◽  
Academic Staff ◽  
Private Universities ◽  
Appropriate Technology ◽  
Public And Private ◽  
Research Attention ◽  
Content Type ◽  
Monetary Rewards ◽  
Private And Public

Purpose – The aim of this study is to build upon Jain et al.'s (2007) work by investigating the knowledge-sharing barriers and strategies of academic staff in public and private universities in Malaysia which have received relatively little research attention to date. Design/methodology/approach – A survey of 502 questionnaires was collected on both public and private universities in Malaysia. Data were analysed using SPSS. Findings – The overall findings show that private universities are more effective and are more willing to share knowledge. Linking knowledge sharing with non-monetary rewards and fair performance appraisals are strongly recommended in private universities, while monetary rewards, recognitions, publication of knowledge on websites and newsletters and the use of appropriate technology tools and systems are strongly recommended in public universities. Practical implications – Top management in Malaysian public and private universities must play their role and put in more effort to ensure academics have the proper platform and support to share their knowledge. Originality/value – This study is perhaps one of the first to address the comparison between knowledge sharing among lecturers in private and public universities in Malaysia.

Talent management and academic context: a comparative study of public and private universities

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Abdallah Mohammad Taamneh ◽  
Mohammad Taamneh ◽  
Abdallah Alsaad ◽  
Manaf Al-Okaily
Keyword(s):  
Performance Management ◽  
Public Universities ◽  
Private Universities ◽  
Talent Management ◽  
Public And Private ◽  
Content Type ◽  
Significant Difference ◽  
Private And Public ◽  
Process Oriented ◽  
Recruitment And Selection

PurposeThe aims of this research are to present a comprehensive and holistic view of talent management (TM) at universities by exploring the current practices of TM among private and public universities in Jordan and make a comparison between the two sectors in regard to how they recruit, retain, train and develop, and measure the performance of talented people. Moreover, the practice of recruitment and selection, or so-called reflective or process-oriented practices, has given special attention to see how both public and private universities differ in regard to this process in particular.Design/methodology/approachA structured questionnaire was utilized to elicit responses from participants on five selected constructs, recruitment and selection reflective or process-oriented practices, retention, training and development, and performance management. A convenient sampling approach was used to source participants for the study. The data has been analyzed, structured and organized utilizing SPSS software to analyze the results. Frequency tests have been used to test the demographic variables. Descriptive analysis was used to check the standard deviation and mean for total items. The reliability, discriminate validity, convergent validity and correlation matrix of all the questions have been tested using various methods. Moreover, exploratory (EFA) and confirmatory (CFA) tests were performed. For testing the hypothesis and to examine whether or not there is a significant difference in TM practices between public and private universities in Jordan, independent sample t-tests have been employed.FindingsThe results show that the means of TM practices differ slightly between public and private universities. The public universities demonstrate a higher level of TM practices compared to private universities in all practices except that of performance management. However, while there are visible differences in TM practices between public and private universities, these differences were not statistically significant. On the other hand, we revealed a significant difference in the reflective or process-oriented practices between public and private universities. The results show that HR departments in public universities are more likely to have less power in performing the recruitment and selection processes as compared to private universities. We also compared the extent to which elite academics in public universities select candidates congruent with their own personal and scientific preferences to the extent their counterparts do so in private universities and the results indicate that this practice differs significantly between public and private universities being far more common in private universities. Finally, we compared the practice of academic talents being recruited through informal networks of scouts between private and public universities. The results show a slight and insignificant difference between private and public universities concerning this practice.Originality/valueThis study is built on the concept of “new managerialism” in higher education, which supports collaboration between HRM professionals and academics to enhance TM practices. This research contributes to the body of knowledge by combining “reflective or process-oriented practices” with other TM practices in an attempt to make a comparison of public and private institutions’ practices and provide a more comprehensive view of the TM process. However, the overwhelming majority of study on TM has been carried out in Western countries, with limited attention paid to non-Western contexts. Even though this growing body of research has advanced our theoretical and empirical knowledge of TM, there is still a need to comprehend TM practices in the rest of the globe, particularly when one considers the cultural and institutional disparities that exist between countries. Moreover, according to the researcher’s best knowledge, no previous studies have compared public and private universities regarding talent management, and it would be of great importance to investigate the implementation of TM practices in this vital sector.

scholarly journals The Impact of Organizational Commitment on Job Satisfaction: A Study of Employees at Nigerian Universities

2012 ◽  
Vol 2 (2) ◽  
pp. 1 ◽  
Author(s):  
Bola Adekola
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Public Universities ◽  
Turnover Intentions ◽  
Private Universities ◽  
Private University ◽  
Public And Private ◽  
The Public ◽  
Significant Difference ◽  
The Impact

Researchers have hypothesized that there is a significant difference in the degree of Organizational commitment in Public and Private Universities. This was tested in the Public and Private University system to ascertain the veracity of this hypothesis. Data were collected from 150 employees consisting of academic and Administrative and technical staff from both the public Universities and the Private Universities. The results revealed that employees in Public Universities have greater degree of organizational commitment in comparison to Private Universities. Also, job satisfaction increases or decreases based on increase or decrease in organizational commitment. Obtained results were in the line of the hypotheses. In terms of organizational commitment; a significant difference was noticed between Public and Private Universities. Against expectation, employees of Public Universities exhibited higher degree of organizational commitment as compared to those of Private Universities. Most importantly, organizational commitment is being proven as the catalyst for enhancing job satisfaction level of employees.   Keywords: Organization’s Goals, Performance, Effectiveness, Leadership Styles, Trust within the Organization, Employment Status, Training, Turnover Intentions.

scholarly journals Rethinking Quality and Relevance of University Education in Kenya

2020 ◽  
Vol 10 (16) ◽  
pp. 144-164
Author(s):  
Joseph K. Kirui ◽  
Hellen C. Sang
Keyword(s):  
Theory Of Planned Behaviour ◽  
Private University ◽  
Public University ◽  
University Education ◽  
Public And Private ◽  
Entrepreneurial Culture ◽  
Significant Difference ◽  
Private And Public ◽  
The Many ◽  
Triangular Design

Many stakeholders have expressed concern about the many graduates from Kenyan universities who after qualifying, not only fail to get jobs but also fail to venture into alternative forms of engagement to earn their livelihood, a scenario that raises question as to the quality and relevance of University education they got. The concerns being raised calls for rethinking of the quality and relevance of university education in Kenya. This study, therefore, sought to investigate the propensity of university education in Kenya to inculcate entrepreneurial culture in graduates. The theory of planned behaviour formed the theoretical foundation of the study. The study adopted a triangular design approach where views relating to entrepreneurial culture were sought from final year students from one public and one private university. The study targeted 3146 final year students drawn from University of Kabianga, (2272) and Kabarak University (874). From this, a sample of 614 students proportionately distributed among the two universities was drawn. Entrepreneurial environment was found to be more or less the same in both private and public universities recording moderate score. However, public university scored slightly higher. In conclusion, there is no significant difference in the levels of preference for entrepreneurship when comparison is made between public and private universities in Kenya. Arising from the current finding, the study recommends provision of better entrepreneurial support system.

scholarly journals Different histories, similar opinions? Perspectives of presidents of public and private universities on Argentina’s higher education system

2010 ◽  
Vol 18 ◽  
pp. 6
Author(s):  
María Fernanda Arias
Keyword(s):  
Higher Education ◽  
Latin American ◽  
Education System ◽  
Public Universities ◽  
Private Universities ◽  
Public And Private ◽  
Higher Education System ◽  
Explanatory Variables ◽  
Private And Public ◽  
Depth Interviews

This article analyzes the opinions about the system of higher education in Argentina of presidents of private and public universities. The sample consisted of sixteen in-depth interviews with presidents of public and private universities. In the 1990s Argentina, similarly to other Latin American and European countries, initiated profound reforms of its university system The analysis of the interviews shows, that although Argentina's higher education system was traditionally organized around the ethos of public universities and only recently a new but increasingly influential private sector was developed, the opinions of the presidents of both types of universities is rather similar..  We concluded that the type of governance, public or private, is not the most influential dynamic in the opinions of the presidents of these universities, but the particular history and institutional traditions are better explanatory variables. 

scholarly journals A COMPARATIVE STUDY OF THE CUSTOMER ORIENTATION ATTITUDE OF SELECTED PRIVATE AND PUBLIC UNIVERSITIES IN GHANA

2021 ◽  
Vol 6 (6) ◽  
Author(s):  
Dominic Osei-Boakye ◽  
Isaac Boakye
Keyword(s):  
Social Sciences ◽  
Public Universities ◽  
Customer Orientation ◽  
Private University ◽  
Public University ◽  
Design Data ◽  
Orientation Behaviour ◽  
Significant Difference ◽  
Data Collection Instrument ◽  
Private And Public

The overall objective of the study was to compare the customer orientation attitude of selected private and public Universities in Ghana. Besides, the study also examined the probability of private or public Universities being more customer oriented than the other. The study employed the use of the descriptive design. Data was collected from three private and public Universities in Ghana. The study used standardized questionnaires as the main source of data collection instrument. In terms of the analysis of data, the study employed the use of the statistical package for social sciences version 21. Both descriptive and inferential statistics were used. The findings revealed that that there is a statistically significant difference in the customer orientation behaviour (t (420)= -1.049, p>.05) of private universities (M= 6.78, SD= 0.002) and public universities ((M= 7.02, SD= 0.82). Again, the predicted odds that a student from a public university is Exp(B) =0.303, however since the coefficient is (-1.192), that is negative, thus, a student from a public university is 30% less than likely to perceive themselves as customers compared with a student from a private university. Recommendations as well as areas for further study have been presented. <p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0894/a.php" alt="Hit counter" /></p>

scholarly journals The Good Professor: A Comparison Between Public and Private Universities

2019 ◽  
Vol 200 (1) ◽  
pp. 62-70
Author(s):  
Renata Klafke ◽  
M.C.V De Oliveira ◽  
J.M. Ferreira
Keyword(s):  
Online Survey ◽  
Public Universities ◽  
Business Students ◽  
Private Universities ◽  
Primary Data ◽  
Public And Private ◽  
Service Contracts ◽  
Private And Public ◽  
The Difference ◽  
High Degree

In Brazil, like in most Latin America countries, the educational system is basically composed of private and public education institutions. Public universities depend almost exclusively on tuition fees paid by the students. Public professors are insolvent, and very rarely provided with the resources they desperately need, whereas private professors are governed by service contracts and can be dismissed when the institution deems it necessary. These characteristics also highlight the difference in the teaching profile of public and private institutions. Public universities cherish the high degree and familiarity with research, because private universities value more for practice than theory, although they require academic qualifications of their professors. That said, this study aims identify and enhance student’s perception of what makes a good professor in the social science and highlight the differences between those who work in private and public universities. Through gathering data from undergraduate business students, we searched for educator’s characteristics considered positive or ideal for the learning process. This research used primary data resources collected through online survey. Technical analysis of content was used for interpretation of the results. Students from private universities look for professors who can link practice with theory. Most of the students from the public universities look for dynamic professors and that they respect them. A lot of students who apply for a public university do so because of the University’s reputation or for not paying.

scholarly journals Quality Personnel the Bane of the University Students Participation in National Competition?: The Case of Kenya

2020 ◽  
Vol 7 (1) ◽  
pp. 50
Author(s):  
Janet Chumba ◽  
Simon Munayi ◽  
Jacob S. Nteere
Keyword(s):  
United Kingdom ◽  
University Students ◽  
Public Universities ◽  
Private Universities ◽  
Public And Private ◽  
The United Kingdom ◽  
Diverse Field ◽  
National Competition ◽  
Private And Public ◽  
International Sport

Kenyan university students have performed relatively poorly compared to their counterparts in Australia and the United Kingdom when it has come to International sports participations. Could this be attributed to the personnel handling sports at the Kenyan Universities? This study went out to look at the perceptions of the students participating in sports at public and private universities in Kenya. Further, the study went out to look at the qualifications and quantification of personnel in both private and public universities in Kenya. The study used a descriptive research design. A questionnaire was used on 268 students responded. An interview schedule was used on 10 directors and chairmen of sports directorates and departments. A further 28 sports personnel in public and private universities in Kenya were also used in the study. The results indicate that personnel in Kenyan University had diverse field of training. There was need to arrest this diversity and create a more focused sports trained personnel if the Kenyan university expect to make the same impact as that of Australia and the United Kingdom in international sport. Results also show that private universities in Kenya have better and available personnel than the public universities.

scholarly journals The Influence Of Ownership And Type Of University On Work Environment In South West Nigerian Universities

2012 ◽  
Vol 8 (4) ◽  
pp. 329-334
Author(s):  
B. B. Arogundade
Keyword(s):  
Staff Development ◽  
Work Environment ◽  
Public Universities ◽  
Academic Staff ◽  
Private Universities ◽  
Simple Random Sampling ◽  
Relevant Information ◽  
State Universities ◽  
South West ◽  
Significant Difference

This paper examined the influence of ownership and type of university on work environment in South West Nigerian universities. The study population consists of all academic staff of the ten public and nine private universities in South West Nigeria. In all, 500 respondents selected from eight universities constituted the sample of the study. The respondents were selected using multi stage, stratified, purposive and simple random sampling techniques. The instrument tagged Work Environment Questionnaire (WEQ) was used to elicit relevant information from the respondents. The data collected were analyzed using frequency count, percentage and t-test statistics. The study revealed that the work environment of federal universities was favourable than that of state universities in terms of provision of physical facilities, information services, motivation, authority-staff relationship, participation in decision-making and staff development. The result showed that there was significant difference in the work environment of federal and state universities in favour of federal universities. The results also revealed that work environment in public and private universities was favourable but that of private universities was better than that of public universities. It also showed that there was no significant difference in the work environment of private and public universities. Based on the findings, it was recommended that owners of the universities should provide a favourable environment.

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