Thesis (Ed. D.)--Victoria University (Melbourne, Vic.), 2007. / Includes bibliographical references.

Thesis (Ed. D.)--Virginia Polytechnic Institute and State University, 1991. / Vita. Abstract. Includes bibliographical references (leaves 173-181). Also available via the Internet.

Thesis (D.Min.)--Dallas Theological Seminary, 2006. / Includes abstract. Includes bibliographical references (leaves 98-101).

Thesis (Ph. D.)--Illinois State University, 1987. / Title from title page screen, viewed August 17, 2005. Dissertation Committee: Ronald L. Laymon (chair), Patricia H. Klass, Mary Ann Lynn, John R. McCarthy, Rodney P. Riegle. Includes bibliographical references (leaves 225-240) and abstract. Also available in print.

Thesis (D. Min.)--Dallas Theological Seminary, 2006. / Includes abstract. Includes bibliographical references (leaves 98-101).

No description available.

The purpose of this study was to assess benefits of completing a doctoral degree in education for females versus males relative to expected benefits upon entry to Virginia Tech. Relationships between expected benefits, accrued benefits, and selected demographic data by gender were studied. The basic design of the study involved a survey completed by 265 (90%) of the doctorate recipients between 1980-1984. Specific computational procedures utilized in data analyses included frequency distributions, percentages, and chi-square procedures. Results of the study indicated more similarities than differences for the female (87%) and male (93%) respondents. Median age at doctorate was 38.5 years. Most respondents (75.4%) were married. Approximately 62% respondents reported their career decision assumed equal or greater importance than spouses’ career decisions. Most spouses (79.6%) were employed full-time. Most respondents (94.4%) were employed full-time. Respondents (74.9%) earned $12,000-$35,988 annually prior to entry into the doctoral program. Following the completion of the degree respondents (45.5%) earned $24,000-$35,988 in 1984. Research indicated some significant differences in expected versus accrued benefits by gender. Females expected significantly more opportunity to use training or schooling and more autonomy and independence on the job following completion of the degree. Males perceived that they had accrued significantly more benefits relative to improved autonomy and independence at work, congeniality of work relationships, visibility for jobs at other institutions or organizations, and mechanical ability. The females and males expected the same 18 out of 20 most important benefits and perceived that they had accrued the same 18 out of 20 most important benefits relative to improved aspects of employment and intellectual qualities and skills. Relationships between the age at obtaining the doctorate and accrued benefits were found for the youngest age group (27-34) for four of 36 benefits: working conditions, congenial work relationships, public speaking ability, and academic ability. Among respondents, 91.4% reported the doctoral degrees had a positive effect on career development. Respondents perceived personal benefits were primary. Professional and financial benefits were second and third, respectively. Ninety-one percent of the respondents reported it was worth the time, effort, and expense‘ involved to complete the doctoral degree. / Ed. D.

Community college and higher education doctoral programs which prepare individuals for the two-year college administrative labor market were analyzed for regional orientation by studying the career experience of administrators, with earned doctorates in community college/ higher education, who were employed in 1990 by two-year colleges in the United States. Employment location relative to location of the doctoral-granting institution was considered at three points in time: three months prior to beginning doctoral study, three months after completing doctoral study, and the current (1990) employment. Contingency tables show strong regional orientation based on four US regions (North, South, Midwest, and West). The in-region association exists independently of in-state associations and may be found for two-year college administrators with both recent (five or less years since earning the doctorate) and for long-standing (fifteen or more years since earning the doctorate) doctoral degrees in community college or higher education. Analysis of individual institutions, however, shows variation in the extent of state, regional, and national orientation. Maps for the top ten doctoral-granting institutions (determined by total cumulative production of community college/higher education doctorates in the two-year college administrative labor market as of 1990) are presented for each of the three points in time. The range of in-state employment among these ten institutions is approximately 15% to 92% at pre-doctoral, post-doctoral, and current (1990) employment locations. The range of in-region employment is narrower (approximately 48% to 100%). In addition, all states in which the individual held a postdoctoral administrative position of at least six months duration were cumulated and mapped by doctoral-granting institution. Two of these top ten institutions, Nova University and the University of Texas at Austin, show the pre- and post-doctoral locations of their community college/higher education doctorates dispersed in the largest number of states; while North Carolina State University, UCLA and University of Southern California have the fewest states reported. / Ed. D.

Doctoral graduates of the program in Higher Education, Division of Higher Education, North Texas State University, from the fall of 1969 through spring, 1973, were selected as subjects for an evaluation of the program. To appraise the effectiveness of the program, the evaluation attempted to: (1) determine how the graduates viewed various aspects of their doctoral program and experiences at North Texas State University; (2) appraise the effectiveness of the doctoral program in Higher Education in light of the career goals and needs of the graduates and how the program served those needs; (3) present conclusions and recommendations based on the findings of the study which could aid in the administration of the program, provide information for planning new programs and policies, or in supporting those already in existence. A questionnaire was developed and used as the data-gathering instrument, after being revised according to suggestions given by a jury. The questionnaire was mailed to graduates on August 17, 1973, and a follow-up letter was mailed on September 19, 1973, to those non-respondents who could be identified. Of the total number of graduates who received the questionnaire, 69 (71 per cent) responded. Data contained in the questionnaires were numerically coded and recorded on keypunch worksheets. With the aid of the staff from the N.T.S.U. Computing Center, print-outs were produced from the worksheets which contained tabulated data. Tables were made from the data for analysis and interpretation. Analysis of the data led to the following conclusions. The program is producing graduates who have a marketable education with most of them teaching in four-year colleges and universities. The emphases on college teaching and administration are major strengths of the program and graduates rate a strong degree of satisfaction with the major program components, structure and curriculum. Competencies gained in educational research and statistics and the residency requirement are considered valuable by graduates. When compared to other programs in Higher Education, the program at N.T.S.U. is rated above average to outstanding by 77 per cent of its graduates. Most graduates were dissatisfied with the amount and variety of financial assistance that was available and felt that the internship experience was under-utilized. Recommendations for further research included replication of the study after a number of years, evaluation of other programs with similar methodology, and program appraisal using a different sample, such as the graduate's employer.