Thesis (Ed. D.)--University of Washington, 2004. / Vita. Includes bibliographical references (leaves 110-114).

Thesis (M.Comp.)--Unitec New Zealand, 2008. / Includes bibliographical references (leaves 102-107).

Thesis (Ph.D.)--University of Nebraska-Lincoln, 2009. / Title from title screen (site viewed February 25, 2010). PDF text: xiv, 162 p. : ill. ; 3 Mb. UMI publication number: AAT 3386754. Includes bibliographical references. Also available in microfilm and microfiche formats.

M.Ed. / The consistent growth- of the number of new lecturers to technical colleges ecessitated a study of the induction of beginner lecturers. The educational profession is the only one where there is no formal and compulsory induction into the profession or where any beginner-lecturer is introduced to the formal way of lecturing at a technical college. The new lecturer is directly put into a class and are expected to lecture without any problems on his side. This new lecturer is put to a "swim or sink" situation and then it is also expected from him to perform as well as the experienced lecturer. This creates a number of problems for the new lecturer, that is not always addressed by the management staff of the college. In the midst of a dynamically changing job environment, it is the responsibility of the principal to accompany his subordinates to maximum self-actualisation and job satisfaction. This was some of the problems experienced by the researcher and this inspired him to undertake a study to consider the following problems: The problem that beginner lecturers experience in and around the classroom; The integration of the beginner-lecturer at a technical college; the implementation of the induction programme for beginner lecturers. By means of an empirical study at the college where the researcher belongs and with the help and guidance of the principal of the same college, the induction programme was developed and the programme for the mentor was then also formulated. This complete guide for the induction of beginner lecturers is therefore compiled to help any principal at any technical college to put his staff, and especially his beginner staff, through the induction programme as to fully incorporate them as happily trained lecturers at the technical college where they are employed. In the midst of a dynamically changing job environment, it is the responsibility of the principal to accompany his subordinates to maximum self-actualisation and job satisfaction.

M.Phil. (Education Management) / At present the Republic of South Africa is experiencing a unique set of circumstances which will challenge educational leaders in the optimal use of human resources. The importance of vocational training is stressed in the document, Educational Renewal Strategy (1991) since technical colleges are presently poised for meaningful growth. Principals, as the leaders of technical colleges, will have to meet various challenges. To ensure effective management behaviour the principal requires a balanced personality as well as other qualities. The individual's self concept which forms an integral part of his personality, determines his pattern of behaviour in his environment. Very little is known about the self concept of the principals of technical colleges. The chief aim of this research is therefore to establish the relationship between the self concept and management behaviour of principals of technical colleges. In particular this study aims to establish whether the self concept of the principals of technical colleges can or should be regarded as a determinant in their management behaviour.

Thesis (MEd)--University of Stellenbosch, 2002 / ENGLISH ABSTRACT: Education a Training forms such an integral part of the community that it can never remain unaffected by the fundamental impact of the transformation taking place within a democratising new South Africa. The transformation of the education processes is also consistent with international trends. The drift towards decentralisation, away from the rigid formal structures and systems of the old dispensation, and the crumbling of boundaries to create a freer and more flexible dispensation, are also indicative of postmodernist thinking. This study has found that technical colleges, throughout their complex history, have admirably withstood and repelled the onslaughts on their right to exist, and that they have indeed managed to strengthen their indispensable position in the education and training system of South Africa. In spite of the wealth of instructional and training opportunities in the local and global market, colleges once again find themselves at a new crossroad with the restructuring of the South African Education system as a whole. These changes, which embrace all levels and areas of technical colleges, are also typical of a postmodernist view and include, inter alia, the following: control and management, funding, level of programmes that ought to be offered, curriculum, composition of staff corps, instructional approach, evaluation and admission policy. The only constant in most cases are the physical facilities and buildings. The nature and extent of the changes has placed the colleges at the centre of a tangle of confusion. The lack of leadership on the part of the provincial education departments and the lack of involvement of the business sector only add to the anxiety and unanswered questions at colleges. The researcher has found that technical college have enormous potential and a central role to fulfil in the development of future human resources in South Africa. Policy-makers should, therefore guard against introducing restrictive measures that would limit the focus of the colleges to the FET level. It would hamper the articulation of learners, thwart the approach of providing 'seamless education', and constrain the development of existing qualities. For once in the history of education in South Africa, there is an urgent need for policy-makers and those responsible for implementing such policies to give their undivided attention to this 'orphan', who has such a vital role to play in the economy and educational system of South Africa. / AFRIKAANSE OPSOMMING: Onderwys en Opleiding vorm so 'n integrale deel van die samelewing dat dit nooit onaangeraak kan bly tydens die ingrypende impakte van die transformasie in die nuwe demokratiserende Suid-Afrika nie. Hierdie onderwystransformasieprosesse reflekteer ook internasionale tendense. Die neiging na desentralisasie en weg beweeg van ou (formele) strukture en stelsels en afbreek van grense na 'n vryer en losser bestel, weerspieel ook die postmoderne denke. Die studie het bevind dat tegniese kolleges merkwaardig deur die geskiedenis heen, die aanslae teen hul bestaansreg in die beroepsonderwys weerstaan en hulonmisbare posisie in die Onderwys en Opleidingsisteem van Suid-Afrika versterk het. Ten spyte van die rykdom van onderrig- en opleidingsgeleenthede in die plaaslike en globale mark, bevind kolleges hulselfweer by 'n nuwe kruispad met die omvattende herstukturering van die hele Suid-Afrikaanse Onderwyssisteem. Die veranderinge, wat alle vlakke en terreine van tegniese kolleges omsluit, is ook tiperend van 'n postmoderne siening en sluit, onder andere, die volgende in: die beheer en bestuur, befondsing, vlak van programme wat aangebied behoort te word, kurrikulum, samestelling van die personeelkorps, onderrigbenadering, evaluering en toelatingsbeleid. Die enigste konstante in die meeste gevalle is egter die fisiese fasiliteite en geboue. Die aard en omvang van die veranderinge plaas tegniese kolleges tans binne 'n warboel van onsekerhede. Die gebrek aan leiding deur die provinsiale onderwysdepartemente en die onbetrokkenheid van die besigheidsektor, dra by tot die bekommernisse en onbeantwoorde vrae by kolleges. Die navorser het bevind dat die tegniese kolleges geweldige potensiaal het en'n kernrol het om te vervul in die toekomstige menslike hulpbronontwikkeling in die land. Beleidmakers moet daarteen waak dat beperkende maatreels van die kolleges se fokus slegs tot 'n VOO-vlak. Dit kan die artikulasie van leerders, markgedrewenheid, die voorsiening aan bestaande behoeftes, die benadering van 'seamless education' en die uitbou van bestaande kwaliteite negatiefbenadeel. Daar bestaan 'n dringende behoefte dat die onderwysbeleidmakers en -implementeerders vir een keer in die geskiedenis van onderwys in Suid-Afrika onverdeelde aandag aan hierdie 'weeskind' wat 'n belangrike rolspeler in die onderwys en ekonomie is, sal gee.

published_or_final_version / Education / Master / Master of Education

M.Ed. (Educational Management) / Please refer to full text to view abstract

D.Ed.

Despite numerous studies and reviews on faculty turnover, there appeared to be no systematic investigation of factors which influenced voluntary turnover among full-time faculty members in Nigerian educational institutions such as those studied here. In addition, it appeared that Nigeria lacked faculty turnover data for use in any meaningful research study. Therefore, this study investigated factors perceived to be influential among full-time faculty members leaving their jobs or institutions voluntarily. The six facets of the Job Descriptive Index developed by Smith, Kendall, and Hulin as well as a questionnaire about commitment development by Mowday, Porter and Steers elicited data concerning: present work, pay, promotion, supervision, coworkers, job in general, and commitment. Two hundred and eight (84.21%) of 247 full-time faculty members from ten selected colleges of technology/polytechnics in Nigeria became involved in this study. Means, frequencies, percentages, one-way ANOVA set at .05 level and Scheffe Test of Multiple Comparison set at .10 level were used for the analysis of data. Based on the findings, it could be established that full-time faculty members in Nigerian Colleges of Technology/Polytechnics are dissatisfied with their conditions of service. The most influential factors for voluntary turnover were pay and opportunities for promotion. Conclusions drawn from the study indicate that the demographic characteristics (gender, age, level of education, years of college teaching experience, salary grade level, college/polytechnic of employment, and region of origin) affect full-time faculty members' work attitudes. Further studies are recommended to determine policies and practices suitable for retaining the most capable full-time faculty members in Nigerian Colleges of Technology/Polytechnics.