Suchergebnisse

Regression analysis using panel data for 42 colleges and universities over 14 years suggests that the economics faculty size of universities offering a Ph.D. in economics is determined primarily by the long-run average number of Ph.D. degrees awarded annually; the number of full-time faculty increases at almost a one-for-one pace as the average number of Ph.D.s grows. Faculty size at Ph.D. granting universities is largely unresponsive to changes in the contemporaneous number of undergraduate economics degrees awarded at those institutions. Similarly, faculty size at colleges where a bachelor's is the highest degree awarded is responsive to the long and short term average number of economics degrees awarded but not the annual changes in BS and BA degrees awarded in economics.

Job placement trends in higher education at US institutions are bleak. Within anthropology and other social science disciplines this problem appears to be particularly pronounced. Recent studies focusing on placement in Anthropology using market share analysis have suggested that specific doctoral programs offer a greater chance of placing their graduates in faculty positions. Here we expand on that work, looking beyond market share to the number of graduates placed in positions relative to the total number of program graduates. Our results suggest that while large programs do indeed command the majority of tenure track placements by market share, much of this may be a product of the high numbers of graduates from these programs. Smaller programs can be proportionally as successful at placing their students in tenure track positions. The majority of PhDs in anthropology should anticipate gaining employment outside of a tenure track position. Training students for positions in private industry, government, and other non-faculty opportunities is essential.

The concept and practice of CSR have displayed chameleonic features through time and nowadays the level of involvement, planification, organization and evaluation of CSR incentives differ from region to region and between companies. There is still need to shed light and construct a unitary view on the subject both in theory and practice. Companies' role in society has expanded with the shifts of power in the globalization process and their social impact can be seen more than ever. Business entities now need to explain how their actions affect the economy, the environment, and society overall due to the release of Corporate Social Responsibility (CSR) Reports and as well as the increase in academic interest in the topic, fact that puts them in the spotlight both regionally and internationally. Although the notion of CSR is still relatively new in Romania and was only introduced at the beginning of the 1990s, it has been a prominent topic in literature and practice during the past few decades. Nevertheless, Romanian CSR practice is not well supported by empirical evidence. Companies can have a significant impact on the progress of a developing country. Therefore, through this research we aim at determining the state-of-art of CSR incentives in Romanian companies, the level of involvement, organization, budgeting, strategies and evaluation in connection with firm size and capital ownership. This empirical study consists of research that is part of a broader quantitative analysis of CSR focusing on the Romanian context. In this study we provide insights regarding the involvement and organization of CSR incentives of companies with the purpose of testing the existence of a relationship in connection with firm size taking into consideration the number of employees, capital ownership and firm age.

Comprehensive and valid measures for evaluating faculty scholarship are needed for two main purposes: appraising the performance of individual faculty and rating business schools and departments. This study reports a methodology for assessing faculty scholarship that, it is argued, represents an improvement over previous approaches. Three sources of scholarship information (articles, citations, and peer ratings) were obtained on each of 2,229 faculty in 32 business schools. The three measures of scholarship were significantly but not perfectly correlated, indicating that combining the three measures would yield a more comprehensive index of scholarship than any one measure alone. Scholarship measures were obtained for faculty in five areas or departments (accounting, finance, management science and statistics, management, and marketing). The effect of weighting for department size was substantial, but the effect of differentially weighting the three components of scholarship was not. The implications for faculty performance appraisal as well as department and business school appraisals are discussed.

After over a century of declining birth rates, the fertility of American women rose during the baby boom of the 1940s and 1950s. The study group, of 60 University of Chicago faculty wives (30 of whom were born in the years 1900-1914 and the remaining 30 in the years 1920-1934) had a pattern of fertility similar to that of the U. S. population in general. Two models are proposed to account for the rise in fertility. Model I is based on Easterlin's hypothesis that postwar affluence, contrasted with remembered poverty during the Depression, made young couples feel able to afford large families. Model II is based on Ryder's finding of a high level of unintended fertility during the baby boom. The study was conducted by means of interviews. The findings support Model II. Case material is presented and possible reasons for the findings are discussed.

Problem Statement. There are conflicting studies on the relationship between the union and nonunion faculty and trust. Studies have shown that the union environment inherently produces a distrustful atmosphere and, with a union, employees are actually more dissatisfied than their nonunion counterparts. On the other hand, this has created a cycle where faculty may not trust administration, and administration may not trust faculty. For example, when doing negotiations, each party fights on behalf of itself, instead of fighting for the betterment of the organization. However, unions can give faculty a voice with administration and state and federal government, and may positively influence extrinsic rewards such as salary and benefits. This study investigated the relationship between faculty trust towards administration, other faculty, and union membership—specifically how trust is related to the relationships of faculty, administration, and the union. Method. This study used ex post facto or non-experimental research, which is a systematic inquiry where the researcher does not have control over the independent variables. It was used to determine if there is a relationship between faculty's level of trust and their desire to be unionized, or if already unionized their desire was to stay unionized. This type of research displays the relationships among the variables but does not assume cause or effect. The Omnibus T-Scale developed by Hoy and Tschannen-Moran in 2003 was used to measure trust with their colleagues (other faculty), trust with administration, and trust total. The trust survey was sent to the full-time faculty at five Michigan community colleges. Community colleges selected were similar in size, demographics, and setting. The main difference for all of the community colleges is their union membership. Three nonunionized community colleges in Michigan were selected along with two unionized community colleges similar to the non-unionized community colleges in demographics, socioeconomic status, student population, and full-time faculty. Results. Based on these findings, this study led to the conclusion that there is a relationship between unionization and trust between faculty at unionized schools and administration. There is not a significant difference between trust at unionized and nonunionized schools and faculty. In fact, these findings are consistent with the literature that says, "There is usually an inverse relationship between rules and trust: the more people depend on rules to regulate their interactions, the less they trust others, and vice versa." On the other hand, one important finding of this study that does not seem to be addressed in the literature is that there does not seem to be a relationship between trust and faculty and other faculty in regard to unionization status. Conclusion. According to the findings of this study, trust tends to make a difference on faculty trust with administration in a unionized environment. Trust is foundational to all relationships; it may positively influence faculty job satisfaction, student retention, and student engagement, and improve organizational effectiveness. It is my expectation that this study will help community college administrators develop strategies to increase trust

This article reports on a study of 51 women faculty members of schools of social work in California that explored the influence of the conditions and demands of their jobs on their decisions to have children. It was found that a higher proportion of the younger faculty women chose to remain childless than did the older faculty women or women in the general population. The key factors in their decisions were the requirements for obtaining tenure and promotion. The younger faculty women with children also considered these factors to be important in determining the size of their families and for the advancement of their careers.

Abstract
Numerous studies have investigated the impact of class size on student outcomes. This analysis contributes to this discussion by isolating the impact of class size on student outcomes in higher education by utilizing a natural experiment at a selective institution which enables the estimation of class size effects conditional on the total number of students taught by a faculty member. We find that class size negatively impacts student assessments of courses and instructors. Large classes appear to prompt faculty to alter their courses in ways deleterious to students.