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Two primary purposes of this study were to explore and to identify the sources of occupational stressors and coping strategies perceived and reported by selected Texas community college faculty members and to generate current demographics about these faculty members that would be useful in understanding such stress. Another purpose of this study was to measure and to compare for possible relationships among stressors, coping strategies, and selected demographic characteristics. Participants who received a three-part survey questionnaire consisted of 90 community college faculty members who were members of either Texas Business and Technology Educators Association or the Accounting Section of the Texas Community College Teachers Association. Each participant was sent a survey questionnaire consisting of three sections. Sections I and II were used to gather data pertaining to the sources of occupational stressors and the coping strategies used by the participants. Section III was designed to request information concerning personal and professional demographic characteristics of each research participant. An analysis of the data was completed on all three sections. The major findings for the study indicated the following: 1. Community business teachers experienced high levels of stress from issues involving reward and recognition, time constraints, college/departmental influence, professional identity, and student interaction. 2. Community college business faculty members responded by identifying additional stressors, such as teaching inadequately prepared students to experiencing too heavy a teaching load. To relieve these stressors, these faculty members use coping strategies, such as talking to other persons about problems to experiencing nature. Based on the findings of this study, this researcher's recommendations include the following: 1. Community college districts should provide stress management training to their faculty, especially the new faculty, along with some clerical assistance for all faculty members, especially during the beginning and ending of a semester. 2. Community college administrators should encourage the establishment of wellness programs. 3. Community college faculty members should be encouraged to develop and to utilize effective coping strategies to reduce the negative effects of their stress.

Catholic universities across the United States are perceived as some of the most prestigious institutions of higher learning in the world. As communities of intellect and faith, they have been successful in educating generations of leaders in both the sacred and secular arenas. In the past forty years, they have also been subject to market forces which have forced a re-examination of their fundamental mission of the singular education of young men. Since the late 1960s these same institutions have admitted women undergraduate and graduate students and have seen an increase in the number of their women professors. Utilizing a qualitative research method, this study seeks to better ascertain the current milieu for women faculty members by examining issues of the experience of women scholars; institutional policies and practices which support of hinder the professional life of women faculty members; the role of scholarship, teaching, and service; the reltionship between women faculty members as a whole; and the articulation of the mission as it relates to diversity. Findings indicate that most university policies continue to favor the advancement of male faculty members; that the founding religious community exerts considerable influence over the programming of the university; that women faculty members engage in service but find their most significant intrinsic reward in the activity of teaching; that while most women faculty members cite the absence of a mentor for their own professional development, they find support in their relationships with other women faculty members on campus; and that women faculty members believe in the importance of the notion of diversity as a favorable attribute they rate particular and sincere outreach efforts as being ineffective.

The purpose of this mixed-methods study was two-fold. It began by exploring the familiarity and perceptions of Saudi faculty members of the CAEP standards. Then it speculated on how these perceptions may influence the outcomes of using CAEP standards on evaluating educational programs in Saudi Arabia. To explore this issue of how educators in Saudi Arabia perceive CAEP standards. The findings from the survey showed that Saudi faculty members at Al-Jouf University were familiar with the Content and Pedagogical Knowledge standards and valued them. They agreed that mastery of the standard items contributes to the improvement of Islamic teachers’ preparation programs. The results concerning the views of participants about the clinical partnerships and practice standard revealed that Saudi faculty members at Al-Jouf University were also familiar with Clinical Partnerships and Practice standards and valued them. They agreed that mastery of the standard items contributes to the improvement of Islamic teachers’ preparation programs. Results from the interviews and focus groups showed that most faculty members in the Department of Curriculum & Instruction in the sample (77.7%) consider themselves well informed about the CAEP standards. In contrast, most faculty members in the Department of Islamic Studies, in the sample (71.4%), did not have knowledge about these standards. For this reason, many of them responded, “don’t know” to most of the questions. Despite the variety among the participants’ responses about the familiarity or preparedness of CAEP standards, they generally had a favorable outlook towards the CAEP standards. The three major categories and the eleven themes present the Saudi faculty members’ perceptions of the CAEP standards. The findings are reported in three main categories: (a) Positive, (b) Neutral, and (c) Negative.

This study was designed to understand the experiences of multiracial faculty at a public, four-year university in the United States, including the challenges and supports that may affect their role and responsibilities within academia. Another objective of this research study was to center the voices of multiracial faculty. While there is much research on faculty of color, research specifically on multiracial faculty is limited, indicating an even greater need to explore the experiences of this population. This qualitative, phenomenological study utilized semi-structured interviews with six, multiracial faculty members. This study’s findings have implications for institutional policies and practices regarding faculty culture and environment in order to create a more inclusive and supportive environment on college campuses. Common themes were found throughout the interviews. Participants discussed how they began to understand their multiracial identity as children and how their identity is perceived in their current role as faculty members. Participants also mentioned the importance of mentorship, supportive colleagues and students, and diversity within their departments. These were all indicators for a positive, welcoming departmental climate and culture. Lack of support and diversity created a challenging departmental work environment. Implications for policy and practice are discussed in Chapter Five, including ways to improve the faculty experience for multiracial faculty members.

The need for multicultural competency in school psychology is crucial for creating inclusive and culturally responsive learning environments. While research has often focused on graduate student perspectives, there's a notable gap regarding faculty members in school psychology programs. Ensuring that faculty are multiculturally competent is essential, and examining factors that influence their competency is imperative. This study explores multicultural competency from the perspectives of school psychology faculty, involving 75 participants who reflected on their interactions with diverse individuals and assessed their program climate regarding multicultural issues. Using the SPCMS-R and the MEI-R measures, the study analyzed the impact of program climate and three distinct variables—training level, personal experience, and professional experience—on faculty members’ self-reported multicultural competency. The regression analyses for Cultural Awareness, Cultural Knowledge, Cultural Skills, and Cultural Appreciation indicated that independent variables such as curriculum and supervision, climate and comfort, honesty in recruitment, and multicultural research explained modest to significant variance in these factors. However, none significantly impacted the factors individually, suggesting that their individual influence is insufficient for substantial changes. Higher training levels were positively associated with cultural knowledge and engagement in multicultural research, whereas lower levels were not. Personal experience with diverse individuals positively influenced cultural appreciation for diversity and curriculum and supervision practices. Professional experience positively related to integrating diversity appreciation into curriculum and supervision practices and fostering an inclusive environment at average and high levels but was insufficient alone for enhancing awareness in these areas. The study highlights the need for comprehensive training and experience to enhance multicultural competency among school psychology faculty.

This study was undertaken with four purposes in mind: (1) to describe the extent to which faculty members are now involved in decision-making in Texas junior colleges as reported by four reference groups: (a) board chairmen, (b) junior college presidents, (c) faculty association presidents, and (d) other faculty members; (2) to describe the opinions of these groups relative to the extent to which faculty members should be involved in decision-making; (3) to describe the opinions of the four reference groups in regard to some characteristics of existing faculty organizations; and (4) to make recommendations for junior college faculty organization and participation in decision-making in Texas junior colleges.

The problem with which this investigation was concerned was the determination of group perception profiles of selected higher education faculties. These group perception profiles were based upon faculty perceptions of the ten most important criteria considered in evaluating faculty members for purposes of rank, promotion, salary, and tenure. Also, the study determined whether or not cluster profiles existed at three levels or types of institutions-- university, liberal arts, and junior college--and how such profiles differed between levels. This study had several purposes. The first was to determine how group perception profiles of higher education faculties clustered in response to perceptions of criteria considered in evaluating faculty members. The second was to determine if similar clusters existed at three types of institutions. A third was to determine differences in the proportion of teachers belonging to each identifiable cluster at each level of institution. The fourth was to determine differences in profiles according to proportions of teachers across common clusters. And finally, the fifth was to determine differences in profiles among faculty members in identified clusters at each institutional level according to biographical characteristics: age, rank, teaching experience, seniority, and highest degree held.

This study analyzes the perceptions of University administrators, faculty members, and students concerning total quality management (TQM). This is done by (1) identifying the key components of TQM for higher education, and (2) assessing the perceptions of university administrators, faculty and students toward adopting and utilizing the principles of TQM as propounded by the late W. Edwards Deming. The study is inclusive of elements of historical and descriptive research design. Primary and secondary data sources of information are also used for the establishment of data base. The theoretical framework guiding this research includes enumerative theory and analytic theory. More emphasis is placed on the analytic theory because that is the main statistical theory propelling Demings' s 14 principles of total quality management. The sample for this study was taken from Nigerian universities according to personnel status and type of university. Stratified random sampling is used for this research. Four universities based on the three former Nigerian regions were chosen: East, West, and North. These three regions represent a microcosm of the Federal Republic of Nigeria because of their geo-political significance. In all, 104 individuals drawn from 4 universities, spread across a total of 42 different campuses participated in this study. The individuals include 35 students studying in Nigerian universities, 35 administrators and 34 faculty personnel employed by Nigerian universities. The significant findings of the study appear to warrant the following conclusions: If Nigerian universities are going to implement total quality management, they must have to address: the use of tests and grades, the use of goals and slogans, the use of statistical assessment, employee evaluation/meritocracy, and finally continuous improvement.

<p>There is a large variation in the quantity and quality of ethics that U.S. engineering students learn. Why is there so much room for improving the state of engineering ethics education in the United States? Recognizing the interplay between individual agency, structural factors, and historical contingency, this dissertation is a three-part approach to answering that question – I present three distinct, mutually informative threads for studying engineering ethics education from different angles. The first thread is an historical approach. The second thread is an empirical study of the mental models that faculty members have regarding engineering ethics education. The third thread applies theoretical constructs from political science and economics to analyze structural factors impinging on engineering ethics education.</p><p><br></p> <p>From the studies, first we see that trailblazers of engineering ethics developed the new knowledge required of this emerging field through interpersonal relationships; they leveraged existing organizations and built new institutional mechanisms for sharing knowledge and creating a community of scholars and an engineering ethics curriculum; they utilized resources from supportive colleagues and administrators to corporate, governmental, and nongovernmental funding that legitimated their work. Their efforts ultimately created pedagogical materials, prevalent ideas, publication outlets, meetings, and foundations that not only contributed to the current state of U.S. engineering ethics education but also the launching point for future generations to build upon and continue developing that state. Second, mapping the mental models of engineering ethics education among engineering faculty members provided a typology for analyzing the state of engineering ethics education and places where one can expect to find variation, deepening our understanding of the state of engineering ethics education. Third, outlining a theory of the political economy of engineering education highlighted factors that could be influencing curricular and pedagogical decisions in engineering departments. Furthermore, I supplemented the outlined theoretical phenomena with data from the mental models interviews in order to provide a proof of concept and relevant grounding for the phenomena.</p><p><br></p> <p>In sum, faculty members make decisions based on their mental models. Structural factors shape the broader environment and institutions in which those faculty members operate. Those structures and institutions change over time, leading to the current state of engineering ethics education. Having all three pieces has provided a more complete understanding of the state of U.S. engineering ethics education.</p><p><br></p> <p>Ultimately, my dissertation accomplishes multiple goals. First, I have provided additional evidence for understanding and explaining the qualitative and quantitative discrepancies of engineering ethics coverage in U.S. undergraduate engineering education at multiple levels of analysis. Second, I have amassed evidence that can inform future research efforts. Third, I have demonstrated the use of certain theories and methods infrequently employed in engineering education research. Finally, I have outlined potential new avenues for interdisciplinary research, especially at the nexus of political economy, education, engineering, and society. </p>