Although intercultural scholars examine the differences in cultural values, beliefs, and attitudes between the U.S. and China, few specifically have studied cultural differences between U.S. and Chinese university classrooms. This study examines behavioral differences exhibited by U.S. teachers in U.S. university classrooms and Chinese teachers in Chinese university classrooms. This research addresses three areas of significance. First, Chinese students studying in the U.S. who read this thesis may be better able to cope with the U.S. educational system and communicate more effectively with both U.S. students and teachers. Second, this research may help U.S. university teachers to better understand the Chinese culture and Chinese students. Third, this research may increase U.S. teachers' awareness of and sensitivity to the increasingly multicultural classroom environment in the U.S. Three male university teachers in the U.S. and three male university teachers in China were observed and videotaped in this study. The data analysis was guided by categories establish by Gudykunst (1988), Hofstede (1986), and Lieberman (1993) as behavioral indicators of cultural styles. Several interesting findings occurred among overall descriptive observation and qualitative accounts of observations. First, a powerful trend of behavioral differences exhibited in the classroom by U.S. university teachers and Chinese university teachers was found. The findings in this search strongly support findings by Gudykunst (1988), Hofstede (1986), and Lieberman (1993) that U.S. university teachers exhibited far more individualist/direct communication styles and small power distance/personal communication styles than Chinese teachers, while Chinese teachers exhibited more collectivist/indirect communication styles and large power distance/contextual communication styles than U.S. teachers. Second, the results of this research provide valuable insights for both U.S. university teachers and Chinese university teachers; that is, culture reflects teachers' and students' values, assumptions, and behaviors. U.S. culture reflects values, assumptions, and behaviors, such as individualism, direct communication styles, small power distance, and personal communication styles. However, Chinese culture reflects collectivism, indirect communication styles, large power distance, and contextual communication styles.

Enhancing the cultural diversity of faculty has emerged as a prominent issue in the 1990's. While Black, Hispanic, and American Indians have made incremental gains in terms of their representation in majority institutions, they remain clustered in the lower ranks of the faculty and generally take longer to achieve tenure. Efforts to increase the representation of minority faculty have focused on intensified recruitment, with less attention paid to further career development once a minority individual has achieved faculty status. The research presented herein explores the evaluation, promotion and tenure process of a Research I university to determine the structural and ideological barriers to minority faculty advancement. The research focuses on concepts of merit, excellence, and quality that form the cornerstones to evaluation standards, and the values, attitudes and behavioral expectations that underlie those standards. Using critical theory as the conceptual framework that drives the inquiry, the findings indicate that the pervasive ideology of merit, being universalistic in nature, does not easily accommodate diversity and trivializes racial, class, and gender issues while perpetuating a system of structured inequality.

The purpose of this quantitative study was to determine the current state of community college faculty development program evaluation and identify possible influences on evaluation practices. Data from 184 survey responses and the Integrated Postsecondary Education Data System (IPEDS) were analyzed to answer three research questions. Multiple regression was used to determine if a relationship existed between the dependent/outcome variable (evaluation utilization score) and the independent/predictor variable (accrediting agency affiliation: MSCHE, NEASC, NCA, NWCCU, SACS, and WASC) and/or control variables (institution locale, student FTE, expenses per student FTE, percent spent on instruction, and percent of full-time faculty). Results were not statistically significant, F (12, 163) = 1.176, p = .305. The mean evaluation scores were similar for all six accrediting agencies ranging from 60-69. The rural variable was statistically significant with p = .003 and alpha = .05, but it only accounted for 3.6% of the variance explained. Logistic regression was used to determine if a relationship existed between the dependent/outcome variable (use of evaluation) and the above-specified independent/predictor variable and/or control variables for six faculty development program activities. Results revealed that significant predictor variables for the use of evaluation vary based on the faculty development program activity. Statistically significant predictors were identified for two of the six activities. The percent spent on instruction variable was statistically significant for financial support for attending professional conferences (p = .02; alpha = .05). The NCA affiliation and student FTE variables were statistically significant for orientation for new faculty (p = .007; alpha = .05 and p = .027; alpha = .05 respectively). The analysis of the evaluation methods was conducted using descriptive statistics and frequencies. The most frequently used evaluation methods were questionnaire and verbal feedback. NCA was identified as having the greatest number of institutions using the most frequently used evaluation methods for four of the activities. SACS was identified as having the largest number of institutions using the greatest number of evaluation methods for five of the activities. It was discovered that accrediting agencies with policies regarding faculty development program evaluation practices were not more likely to have higher evaluation utilization scores or utilize evaluation methods more frequently than accrediting agencies without such policies. The study revealed that among community college faculty development programs evaluation practice similarities were more prevalent than differences regardless of accrediting agency affiliation. As a result of this discovery, future research should extend beyond the accrediting agency affiliation emphasis and explore additional influences on institutional decision making processes regarding community college faculty development program evaluation practices.

Though counselor education has always acknowledged the importance of work in the lives of individuals, there is a dearth of information concerning the worklives of counselor education faculty. The purpose of this study was to explore work and life variables that impact the work experiences of faculty members in counselor education. This study examined demographic or life variables including gender, age, ethnicity, sexual orientation, relationship status, and parenting status; and work-related variables including rank, sexual harassment, gender discrimination, salary equity, mentoring, teaching activities, service activities, publication for collaboration, and decision-making representation. Three hundred and twenty-eight counselor education faculty members across the United States participated in the study. Participants completed a mailed questionnaire including demographic information, quantitative survey questions, and related qualitative items designed to investigate work and life factors impacting the subjective work experiences of counselor educators. Chi-square analyses and analysis of qualitative responses related to four research hypotheses indicated that experience of the work environment for counselor educators is impacted by gender, tenure rank, age, and relationship status. Post-hoc analysis indicated that work experiences are also impacted by ethnicity, sexual orientation, and parenting status. Results also indicated a need for continuing attention to the effects of rank, salary equity, sexual harassment, gender discrimination, and decision-making representation in counselor education programs. Results of this study suggested implications for future research in counselor education and counseling.

This research study attempts to analyze variables that influence the extent of faculty involvement in learning communities. A theoretical framework identifies three primary variable sets—faculty background, structural, and organizational/environmental.

This study examined differences between Extenders (students who extended their continuous full-time enrollment beyond eight semesters) and Completers (students who completed their degree within eight semesters of continuous full-time enrollment). Student perceptions of the influences of faculty on the enrollment pattern of students were also investigated. Subjects included 81 Extenders and 211 Completers enrolled in a large research university in the southeastern United States. Demographic independent variables included student gender, ethnicity, verbal and math Scholastic Achievement scores, and college affiliation. Measures of student environmental press, characteristics of faculty, student-faculty interaction, and faculty concern for teaching and student development were independent perceptual variables. Other independent variables related to development of a major, average weekly out-of-class faculty contact and career orientation of students. The dependent variable was pattern of enrollment (Extender/Completer). / Ed. D.

This study investigates the incentive categories related to job satisfaction for full time faculty in postsecondary institutions in the United States. The data for the analysis is from the 1988 NSOPF conducted by the U.S. Department of Education. Using secondary analysis of the data a job satisfaction index was derived from the responses to the twenty-nine subquestions in question 19 of the faculty questionnaire. Three incentive categories, financial, job related, and personal, provided the context in which job satisfaction was explored. The research questions focused on job satisfaction in the three incentive categories relating to research and teaching, institutional type, and academic rank. The major conclusions of this study are summarized as follows: full time faculty in postsecondary institutions are: Less than dissatisfied with research opportunities across institutional types and academic ranks; Satisfied with the same amount or less teaching opportunities across institutional types and academic ranks; More job satisfied at two year institutions in all three incentive categories, financial, job related, and personal; Satisfied with the type of institution in which they are presently employed and are less likely to leave for a different type of institution; Satisfied as full professors for all three incentive categories, financial, job related and personal; Least satisfied as associate professors for personal incentive category; Least satisfied as assistant professors for financial and job related incentive categories. / Ed. D.

This dissertation explores the impact of the state public sector legal environment as a determinant of the governance content of faculty collective bargaining agreements. Using content analysis, the legal environment and contractual content are reduced to quantities that may be explored through the lens of population ecology. Legal environment is determined to have a significant impact on the development of contractual content and individual factors of governance and statutory form are identified. Specifically, the statutory scope language and reservation of management rights are seen as the primary environmental forces determining policy and rule issues in contractual content. Further, the relevant temporal element for an ecological model appears to be the tenure of public sector bargaining in each state. National affiliation, institutional type and other temporal variables do not have a significant impact on governance language. Implications and directions for further research are discussed.

This thesis sought to answer the research question: How do the top educators in the area of public relations, marketing, and advertising perceive the concept of integrated marketing communications as compared to one another?The mail survey applying Q methodology was sent to 15 top educators in each of the three fields in the United States for a total sample of 45 educators. A total of twenty-five responses were returned representing 55.5 percent of the sample. When the respondents were analyzed by discipline, there were eight responses from the pubic relations educators, nine from the marketing educators, and eight from the advertising educators. As a result the responses from each disciplines comprised, respectively, 53.3 percent, 60 percent, and 53.33 percent of the total sample.The statements in Q-Sorting were collected from the review of literature and in interviews with the Ball State University advertising, and public relations professors. Each statement either agreed or disagreed with the perception of integrated marketing communications. Each educator was asked to indicate how strongly they agreed or disagreed with each statement.A computer program developed for Q-Methodology studies was used to extract the factors from the educators' responses. After the Q-Sorts were tabulated, the researcher identified two factors, Factor I, and Factor II. The majority of Factor I respondents were the marketing, and advertising educators. The majority of Factor II respondents were public relations educators.The researcher concluded that these two groups had clearly different attitudes toward IMC. Stated in another way, marketing educators and advertising educators had similar perceptions of IMC, while public relations educators perceived the IMC concept very differently. Public relations educators indicated that the concept of IMC would be acceptable if it should be viewed as a total organizational communications function. / Department of Journalism

Southern Baptist-Related college faculty attitudes and opinions on areas of higher education most important to the professoriate as identified by the Carnegie Foundation in its 1989 National Survey of Faculty are described in this study and compared with the data from the survey reported by the Carnegie Foundation in The Condition of the Professoriate: Attitudes and Trends, 1989 and Scholarship Reconsidered: Priorities of the Professoriate. The data were compared in the eight areas: goals of collegiate education, academic standards, attitudes about student life, teaching, research, and service, status of the profession, views of the institution, participation in decision-making, and general observations of higher education.