Differential Job Change and Stability among Academic Administrators

Moore, Kathryn M.; Sagaria, Mary Ann Danowitz

doi:10.2307/1981850

Cited by 10 publications

(4 citation statements)

References 5 publications

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“…Several researchers (Blackwell, 1988, 554 Educational Administration Quarterly 1989; Sagaria, 1984;Twombly, 1990) have found that age, ethnicity, and gender constitute barriers for applicants seeking positions as academic administrators and faculty professionals in higher education. Moore and Sagaria (1982) noted that job changes within and across colleges and universities differ based on personal and career characteristics including gender and position type. Moore (1990) predicted that the numbers of women and minority administrators in upper-level positions would increase, but slowly.…”

Section: Discussionmentioning

confidence: 99%

“…The average number of years (14.05; SD = 10.37) employed at the current institution suggests that participants in the study may be unlikely to consider moving to another institution, which would also increase the difficulty of recruiting provosts. Moore and Sagaria (1982) studied the job change patterns of academic administrators and found the most prevalent pattern was for administrators to assume their current positions from within the institution. Moore and Twombly (1990) confirmed earlier research that found that the majority of administrators (as many as 60%) spend all or part of their careers within a single institution.…”

Section: Discussionmentioning

confidence: 99%

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The Effects of Job Attributes, Institutional Mission Emphasis, and Institution Type on Perceptions of the Provost Position

Murrell

Hughey

2003

Educational Administration Quarterly

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Randomly selected deans (N = 456) employed at public institutions rated one of four provost position announcements varied by two variables: job attributes and institutionalmission. Independent variables were job attributes, institutional mission, and institution type; dependent variable was a rating of three items with Likert-type scales: likelihood of applying for provost job described, likelihood of accepting an interview for provost job described, and likelihood of accepting provost job described if offered. A 2 × 2 × 3 ANOVA (12 cells; n = 38) detected a main effect for institutional mission (F = 3.95; df = 1, 444; p < .05). Deans rated jobs emphasizing a research mission more favorably than those emphasizing a teaching mission. No other significant effects or interactions were found. Results support use of Rynes and Barber's (1990) Applicant Attraction Model to frame investigations concerning recruitment practice in higher education, specifically strategic selection of recruitment message content for vacant provost positions.At all levels of the educational enterprise, recruitment of academic, instructional leaders remains a persistent challenge. As in elementary and secondary schools, the large number of higher educational faculty members and administrators hired during the 1950s and 1960s are rapidly approaching retirement age (Gilley, 1991). The traditional training and development pipeline for preparation of the next generation of faculty professionals and administration, however, has not produced enough quality individuals to fill all of the anticipated vacancies at the nation's 4-year colleges and universities (Carr, 1999). The successors to these retiring personnel will be charged with maintaining and directing the higher education enterprise for the next several 533

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

The Effects of Job Attributes, Institutional Mission Emphasis, and Institution Type on Perceptions of the Provost Position

Murrell

Hughey

2003

Educational Administration Quarterly

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“…This is intrigueing given the stress in the literature for the need for job mobility (Felmlee, 1982;Moore & Sagaria, 1982;Sagaria, 1988).…”

Section: Discussionmentioning

confidence: 99%

Job mobility for graduates in Botswana

Mugisha¹,

Mwamwenda²

1991

South African Journal of Sociology

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Various reasons have been given concerning the need for job mobility as an essential aspect In a job career. Some of these reasons are: matching workers with the number of jobs available, Increasing Income, boosting status and achieving job satisfaction. In the present study, we examined job mobility among graduates from the University of Botswana In southern Africa. It was found that the number of job-ehanges was related to the number of years spent in government employment (graduates who had worked longer having changed jobs more frequently), and this aspect of job-ehange seemed to have enhanced job satisfaction; graduates who had their first employment In private companies were content to stay there whereas graduates who had started In government had a tendency to move out to positions In parastatal organizations or private companies. Upward job mobility occurred to a small extent only, and job stability was a more dominant factor In the working experience of graduates in Botswana. This phenomenon could be explained by the fact that the majority of graduates have to serve In government employment for five years In return for free university education. Secondly, graduates are appointed to relatively high-ranking positions and possibly were satisfied with their status.Verskeie redes (soos passing tussen getal werkers en beskikbare werksgeleenthede, verbeterde inkomste, status, en werkstevredenheid) word aangevoer waarom beroepsmobiliteit as 'n noodsaaklike aspek van 'n loopbaan beskou word. In hierdie ondersoek word gekyk na die beroepsmobiliteit van afgestudeerdes van die Universiteit van Botswana. Die volgende is bevind: die aantal werksveranderings hou verband met die aantal jars betrokke in owerheidsektor-beroepe (afgestudeerdes met 'n langer diensrekord het ook meer dikwels werk verander); hiermee saam het werkstevredenheid toegeneem; afgestudeerdes wat 'n eerste werksgeleentheid in private maatskappye verkry het, was tevrede om daar aan te bly terwyl afgestudeerdes wat in die owerheidsektor begin werk het geneig was am daarna werksgeleenthede In paraSlatale organisasies of private maatskappye te vuJ. Opwaartse beroepsmobiliteit kom slegs In 'n geringe mate voor; beroepstabiliteit Is eerder die dominante kenmerk by afgestudeerdes in Botswana. Die verskynsel kan verklaar word deur die feit dat die meerderheid van die afgestudeerdes verplig word om, in ruil vir gratis universiteitsonderrig, vyf jaar In die owerheidsektor te werk. Tweedens, afgestudeerdes word In betreklik hooggeplaaste posts aangestel en is dus moontlik tevrede met hul status.

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“…However, women appointed to senior-level administrative positions were more likely to come from within their institution, while men were more likely to be selected from both outside of and within their institution, which often created more opportunities (Moore & Sagaria, 1982;Rickard, 1985).…”

Section: Review Of the Literaturementioning

confidence: 99%

Gender, Ethnicity, and Highest Degree Earned as Salary Determinants for Senior Student Affairs Officers at Public Institutions

Reason¹,

Walker²,

Robinson³

2002

NASPA Journal

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❖ Using data gathered through the 1999-2000 NASPA Salary Survey, researchers examined the effects of gender, ethnicity, and highest degree earned on mean salaries of senior student affairs officers (SSAOs) at 4-year, public institutions. Analyses of covariance found that degree attainment and ethnicity significantly affected salaries, while gender did not. Although salaries appeared to be equitable, women and people of color were not represented proportionally at the senior levels of student affairs administration. It appears that women and people of color do not reach the position of SSAO at similar rates as Caucasian males, but once there salary inequity is not present.

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Differential Job Change and Stability among Academic Administrators

Cited by 10 publications

References 5 publications

The Effects of Job Attributes, Institutional Mission Emphasis, and Institution Type on Perceptions of the Provost Position

The Effects of Job Attributes, Institutional Mission Emphasis, and Institution Type on Perceptions of the Provost Position

Job mobility for graduates in Botswana

Gender, Ethnicity, and Highest Degree Earned as Salary Determinants for Senior Student Affairs Officers at Public Institutions

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