The Influence of Leadership Behaviour on Organizational Culture Among the Academic Deans of State Universities and Colleges (SUCs) in Panay Island, Philippines

This study aimed to determine the influence of leadership behaviour on organizational culture among the academic deans of state universities and colleges (SUCs) in Panay Island, Philippines. The 125 purposively selected academic deans who responded during the conduct of the study were the respondents of this investigation. Two (2) adapted research instruments were utilised to gather data, accompanied by an information sheet. Frequency counts, percentages, means, and standard deviations were used for descriptive analysis, while the Pearson Product Moment Correlation Coefficient and Stepwise Multiple Regression Analysis set at 0.05 alpha level were employed for inferential analysis. The results of the study showed that the respondents possessed very high levels of "pioneering/visionary", "team facilitation", and "encouraging/coaching" leadership behaviours, while also possessing high levels of leadership behaviours in being "strategic", "management/administrative", and "relational/social". The respondents had a very great extent of the practice of organizational culture in all the four organizational culture traits. According to the findings, there were positive, significant correlations between each type of leadership behaviour and organizational culture. Furthermore, "management/administrative" and "encouraging/coaching" leadership behaviours significantly impact organizational culture. In conclusion, academic deans should encourage "management/administrative" and "encouraging/coaching" behaviours in themselves as well as their constituents to strengthen and enhance the extent of the practice of organizational culture in the institution. These appear to be powerful mechanisms for the organization to rapidly adapt to changing institutional demands, remain competitive, and maintain high levels of performance and effectiveness.

It takes two to tango: phenomenologizing relational roles of academic deans and program chairs in the Philippines

Managing academic affairs encompasses overwhelming array of tasks. Cognizant of the interesting and challenging position occupied by the deans and program chairs, this paper shed some light to help illuminate the way our academic leaders manage relationship in the university. The purpose of this phenomenological study was to explore the lived experiences of academic deans and program chairs of Quirino State University, Cabarroguis, Campus as they manage relationships in their institution. Further, it described the typical roles they portray as leaders and managers in their organization. Driven by the questions, “How is your relationship with the administrators, subordinates and students? How do you encourage collaboration with and among your subordinates? In what ways do you manage relationship with yourself, with your subordinates, and with your superiors? , a series of in-depth, semi-structured interviews were conducted. Further, four interesting themes emerged on the roles portrayed by academic leaders namely: a) people-centered leader, b) value-driven leader, c) goal-driven leader, and d) power-centered leader. However, the emerged roles revealed by the deans and program chairs invite for a more empirical study to measure its universality across a more collective participants.

An Assessment of Pharmacy School Curricula in Florida and Inactivated Influenza Vaccine (IIV) Administration to Pregnant Women

Background: There is a high risk for morbidity and mortality in pregnant women associated with influenza virus illness. Vaccine uptake rates in pregnant women remain lower than the targeted Healthy People 2020 goals despite recommendations from the Centers for Disease Control (CDC). Few studies have examined the role of the pharmacist in providing immunization services to pregnant women, fewer still have directly examined the PharmD curricula and the perspectives of pharmacy students on how they perceive their role in providing influenza inactivated vaccine (IIV) to pregnant women. Objective: This study examined the PharmD curricula instruction with regard to immunizing pregnant women and how pharmacy students perceive it. Methods: Semi-structured, in-depth, in-person qualitative interviews were conducted with the six Academic Deans of the accredited schools of pharmacy in Florida, and three focus group sessions were held with third- and fourth-year pharmacy students (n = 18) in Florida. A thematic analysis was conducted. Results: Most academic deans reported providing instruction on immunization in schools with respect to vaccine administration in pregnant women and called for a need for all schools to make it compulsory to include pregnant-women-specific content. Pharmacy students reported a gap in knowledge of content related to administering the IIV in pregnant women, but feel that when presented with the opportunity, they will be willing to provide IIV to pregnant women. Conclusions: Pharmacists are in a good position to play a role in increasing IIV rates among pregnant women. Implications for practice include the need for incorporation of pregnancy-specific content to immunization curricula.

Ineffective academic deans in public universities in Ghana: A case approach

This paper sought to find out the reasons why in the view of faculty members and officers, some academic Deans in public universities are ineffective leaders. Faculty members and officers of some faculties and schools in University of Cape Coast were requested to first say why in their view; some Deans in University of Cape Coast turn out to be ineffective leaders. Second, they were also requested to give their views on the consequences of leadership failure. Using a qualitative design, the investigators sampled eight (8) faculty members and four (4) faculty officers purposively from four Faculties in University of Cape Coast. Interviewees were asked to consider their own Deans first. A thematic narrative analysis was used to analyse data from the interviews and reported. The results showed that Deans fail due to poor posture, poor interpersonal skill, unclear vision and direction and communication failure. The paper has shown that the consequences of a Dean’s failure affect individual members within the faculty, and create disaffection thus, affecting organisational output. It was therefore recommended that the University Council and Management should consider reviewing the current policy of voting deans into office if it even calls for amendments in the 2016 Statute of the University.

Academic Deans: Perceptions of Effort-Reward Imbalance, Over-Commitment, Hardiness, and Burnout

This study explored challenges and stressors facing academic deans within higher education. The study analyzed, via step-wise multiple regression, the degree to which current challenges and related stress were associated with the well-being measures of effort-reward imbalance and over-commitment as measured by the Effort/Reward Imbalance scale (ERI); hardiness, as measured by the Dispositional Resilience Scale (DRS); and aspects of burnout, as measured by the Maslach Burnout Inventory (MBI). Results indicated that the stress related to certain challenges (e.g., balancing financial resources, creating a clear vision, promoting change) have particularly powerful influences on aspects of work well-being. Implications and recommendations are included.