Typescript, etc.

Typescript, etc. / Digitized by Kansas State University Libraries

Thesis (Ed. D.)--Teachers College, Columbia University. / Typescript; issued also on microfilm. Sponsor: William P. Anderson. Dissertation Committee: Frank L. Smith, Jr. Bibliography: leaves 101-104.

The purpose of this study is to collect, organize, and present information pertaining to the development of teacher retirement systems in the United States, with special emphasis upon the benefits and services such systems can render to the thousands and thousands of teachers who have given their lives to the cause of teaching the youth of America.

The primary purpose of this study was to consider the extent to which the intent to retire early before age 65) is influenced by organizational commitment, job satisfaction, self-perception of faculty vitality, department head’s perception of faculty vitality, retirement salary, age and academic rank. A survey was administered to all male faculty (N=309) between 50 and 60 years of age and to the department heads of the respondents at a comprehensive research university. Complete data sets were received from 48% of the respondents (N=147). Intent to retire early was assessed by one open ended question. The Organizational Commitment Questionnaire (Mowday, Steers, & Porter, 1979) was used to assess organizational commitment while the Specific Satisfactions scale (Hackman & Oldham, 1975) measured over-all job satisfaction. Self-perception of faculty vitality and department head’s perception of faculty vitality were measured with a seven point Likert scale to determine perceived level of performance as compared to departmental colleagues in research, teaching, and service. Retirement salary (the percentage of final salary available as a retirement benefit), age, and academic rank were provided by administrative offices on campus. The variables were arranged in a fully recursive path model. Intent to retire early was significantly influenced by organizational commitment, retirement salary and self-perception of faculty vitality. Higher salaries and greater vitality led to a later intended age of retirement, while greater organizational commitment led to early retirement. Job satisfaction had a significant direct effect on organizational commitment. Both self-perception of faculty vitality and department head’s perception of faculty vitality had significant direct effects on job satisfaction. Self-perception of faculty vitality was significantly influenced by the department head’s perception of faculty vitality. Department head’s perception of faculty vitality was influenced significantly by the rank of the faculty. Results are discussed in terms of the policies that universities might implement to influence faculty to retire at a later age. These suggestions may provide alternative to the projected imbalance of faculty supply and demand. Recommendations for future research are discussed. / Ph. D.

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The primary purpose of this study was to ascertain institutional and individual responses to legislated changes in faculty retirement policies. This study focused on the impact and influence of early retirement incentive programs on faculty retirement behavior in selected Commonwealth of Virginia Universities. Fundamental changes in federal and state statutes directly affected the staffing and retirement patterns of tenured faculty in higher education. Some changes in the retirement process purported to save institutional dollars while other changes broached broader philosophical issues regarding the role of older workers and retirees in an aging society; the issue of productivity of younger and older workers; the compatibility of the tenure system with the elimination of mandatory retirement; and related issues pertaining to the faculty supply/demand equilibrium. This study described the legal and organizational domains of the faculty retirement process in the Commonwealth of Virginia and identified pertinent federal and state statutes applicable to the early retirement process. Selected state and university officials provided insight into their processes for adapting retirement legislation to institutional goals, needs, agenda, and expectations. Faculty staffing patterns and retirement trends were analyzed in detail for one of the participating institutions and analyses of institutional and personal variables relative to the faculty retirement process were provided. The results of the research confirmed that the State-authorized faculty Early Retirement Incentive Program served its purpose in selected instances. Similarly, the Governor’s one-time early retirement window successfully encouraged attrition from the faculty ranks. Consistent with other findings, the federal legislation raising the mandatory retirement age had little affect on faculty retirement behavior; however, the need for state legislative action applicable to the retirement process to be consistent and compatible was evident. / Ed. D.