The organization of this dissertation is a topical one, thereby permitting the reader to locate the information relevant to a specific academic bargaining issue in a single chapter. Chapters one and two contain respectively an introduction to problem and a review of the literature of academic collective bargaining. Chapters three through seven deal separately and sequentially with the following topics: jurisdiction, bargaining unit scope, bargaining unit determinations, ancillary support personnel and unfair labor practices. Each of these chapters begins "with a short introduction to the subject area followed by descriptive briefs of the related, landmark cases heard by the National Labor Relations Board. Following the briefs, there is an analysis that examines the ramifications of each specific case and attempts to relate the cases to each other and detail the parallels and paradoxes between them. / Ph. D.

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.

No description available.

The purpose of this study was to explore and describe the pre-disaster planning processes and practices used by Florida's community college administrators as of December 2008. FEMA's Building a Disaster Resistant University (DRU) model was the conceptual lens for this study. A mixed methods research design included 15 surveys completed by Florida community college business officers and six semi-structured interviews with staff most involved in pre-disaster planning. Data were compared to DRU guidelines to establish whether processes and practices were congruent with the DRU. Six quantitative findings were reported in this study. First, 5 of 14 (35.7%) survey respondents appointed a project manager ; second, 14 of 15 respondents (93.3%) conducted a risk assessment ; third, 13 of 15 (87%) respondents reported contacting 2 to14 stakeholders; fourth, 14 of 15 (93.3%) survey respondents conducted an inventory of buildings and infrastructure assets; fifth, majority of survey respondents ( 87.7%) reported they identified mitigation goals and objectives; sixth, 8 of 14 (57.1%) respondents' president formally adopted the pre-disaster mitigation plan. / Qualitative findings were, first, wide internal and external stakeholder representation was organized; second, advisory committees have no mission statement; third, one site identified hazards by consulting with stakeholders, but neither one could provide a list of hazards; fourth, sites used only half of the DRU's building inventory items; fifth, recording and mapping of infrastructure (i.e., utilities) are evolved at one site, while both sites backup administrative systems; sixth, neither site considered several hazard profile formula variables recommended by the DRU; seventh, Beta's internal and external stakeholders conduct a rigorous vetting process, which allows it to establish a prioritized list of mitigation goals and objectives; eighth, neither site uses an adequate formula for benefitcost an consultant has been hired to do so; ninth, only one participant could articulate how the mission guided mitigation action prioritization; tenth, key internal and external stakeholders adopted mitigation actions; eleventh, no plan for measuring mitigation action efficacy exists; and twelfth, mitigation action successes are communicated to internal stakeholders, but not external stakeholders making it difficult to achieve plan momentum and funding. Recommendations are provided for community college administrators. / by Timothy J. De Palma. / Thesis (Ph.D.)--Florida Atlantic University, 2011. / Includes bibliography. / Electronic reproduction. Boca Raton, Fla., 2011. Mode of access: World Wide Web.

This research study analyzed the results of the Jesuit Universities Consortium in comparison with the results of the Catholic Colleges and Universities and the Council for Christian Colleges Consortia as measured by the 2005 National Survey of Student Engagement (NSSE) in order to determine and identify any statistically significant differences between the consortia. One-way ANOVA analyses and Tukey HSD post hoc comparisons were conducted on the data from freshmen/first year students and seniors/fourth year students on each of the five clusters of the NSSE to determine any statistically significant difference and, subsequently, the effect size of any found differences. The study found that there were statistically significant differences on the following: 1) freshmen/first year students in the Jesuit Universities Consortium and the freshmen/first year students in the Council for Christian Colleges and Universities Consortium on the NSSE cluster of Academic Challenge, 2) freshmen/first year students in the Jesuit Universities Consortium and the freshmen/first year students in the Catholic Colleges and Universities Consortium on the NSSE cluster of Enriching Educational Experiences, 3) freshmen/first year students in the Jesuit Universities Consortium and the freshmen/first year students in the Council for Christian Colleges and Universities Consortium on the NSSE cluster of Supportive Campus Environment, 4) seniors/fourth year students in the Jesuit Universities Consortium and the seniors/fourth year students in the Catholic Colleges and Universities Consortium on the NSSE cluster of Active and Collaborative Learning, and 5) seniors/fourth year students in the Jesuit Universities Consortium and the seniors/fourth year students in both of the Catholic Colleges and Universities and the Council for Christian Colleges and Universities Consortia on the NSSE cluster of Supportive Campus Environment. While statistically significant differences were found in the aforementioned analyses, effect sizes were small for all. Future research studies, including longitudinal studies, are needed to fully investigate levels of student engagement within the three consortia.

The problem of this study was subsidy ("vanity") publishing among college and university faculty. The purpose of the study was to estimate the extent to which postsecondary faculty use subsidy presses for the publication of their scholarly writings and the professional reasons for which academicians choose these presses to publish their works, viz., tenure, promotion, or salary increase. An additional purpose was to compare the subsidy publication experiences of faculty according to the types of institutions which employ them. The study involved 11 national subsidy publishers and 1,124 subsidy-published authors throughout the United States. Subsidy-published authors were identified occupationally as faculty by their appearance in the 1990 edition of The National Faculty Directory. The subjects in this study consisted of (a) faculty members listed in The National Faculty Directory. 1990 who are (b) known to have used subsidy presses for publishing their writings. A major finding of the study was that the proportion of vanity-published authors who are college and university faculty was small. Twenty-seven percent of the faculty whose books had been published by subsidy presses indicated that they had written and published in order to earn salary increases. Another 23% indicated that they had their books published to obtain promotions. Seventeen percent had their books published for the purpose of gaining tenure. Finally, one-third of the faculty surveyed identified miscellaneous other reasons for publishing their books through subsidy presses. More than two-thirds of the faculty who had used vanity presses (69%) claimed that their subsidy-published books had been effective in helping them achieve their purposes for publishing. Thirty percent judged their subsidy-produced books as ineffective. The majority of the subsidy-published faculty in the study were employed either by research universities or community/junior colleges. Only 26% of those surveyed indicated that they would choose a subsidy publisher if they had it to do again.

Due to the increased importance of music in everyday life, the expanding enrollment in most colleges brought on by the return of war veterans, and the ever increasing popularity of dance music, more and more schools are incorporating dance bands as part of their musical program in connection with their recreation and college promotion activities. Since this is more or less a new development, it is of interest to all school administrators to see just what is being done in regard to dance music in the schools. Therefore, it is the purpose of this study to determine the extent and usage of popular dance bands in colleges at the present time, and to present certain problems which are apt to confront the administrator of such an organization.

The purpose of this survey is to determine the educational and professional status of piano teachers in the colleges and universities of the United States. This survey will attempt to evaluate the musical and educational background as well as the professional status of people engaged actively in the teaching profession today.

This study investigated enrollment management practices found in higher education. The research identified enrollment management and retention practices described in the higher education literature. These suggested practices were incorporated into a sixty-six question survey that was distributed to a random sample of colleges and universities taken from the 1999 US News and World Report of college rankings. The survey data were used to identify which of the suggested enrollment management practices were of greatest utility. First, the sixty-six items were grouped into 14 categories of enrollment management strategies. Second, the institutional responses for each category were averaged and then correlated with each institution's graduation rate. Finally, each institution's "yes" responses for the entire survey were totaled and correlated with each institution's graduation rate. This study developed a list of the 26 most frequently used enrollment management practices in higher education, and as well, identified the 10 least used enrollment management practices. Given the results of this study graduation rate is not a sufficient criterion to assess enrollment management practices at a college or university. Enrollment management strategies contribute to many institutional and student outcomes; thus, multiple indicators are required to accurately evaluate enrollment management practices.

This study operationalized Bekkers and Wiepking's (2007, 2011) eight theoretical mechanisms that drive private giving, examining them within the context of alumni donor behavior at a selected public university in the southern region of the United States. The purpose of the study was to determine if the theoretical mechanisms that drive private giving represent distinct psychometric dimensions, and whether they are correlated with one another or essentially independent. A survey with 24 original items was created for this study, and completed by 178 alumni association member donors and non-member donors from the selected university. The study found support for six factors that are relatively independent of one another, contributing meaningfully to the overall multidimensional construct. The found factors were labeled efficacy, solicitation, reputation, values, altruism, and awareness of need as they fit reasonably well according to their original names. No differences were found between the mean response scores for alumni association member donors and non-member donors across the six dimensions. These results are beneficial for university fundraisers, alumni relations professionals, researchers in the field of philanthropy, and methodologists interested in developing instruments that measure the motivations for private giving. / by Paul Metcalf. / Thesis (Ph.D.)--Florida Atlantic University, 2013. / Includes bibliography. / Mode of access: World Wide Web. / System requirements: Adobe Reader.