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Item Impact of Working Conditions on Faculty Teaching: Analysis of Full-Time Tenure Track and Part Time Non-Tenure Track Faculty(FACET, 2021-10) Berlin, Kathryn; Brock, DoMonique; Health Sciences, School of Health and Human SciencesThe following exploration examined the impact of working conditions on faculty teaching for full-time faculty and non-tenure track faculty within an academic department at a large Midwestern university to determine whether employment status and working conditions potentially impacted student learning outcomes. Questions asked of participating faculty focused on factors related to, or influencing, teaching that may improve or hinder student learning. Factors such as available resources, interaction with department administrators and other faculty, job satisfaction, work-life integration, and mentorship were explored through written surveys and one-on-one interviews. Twelve faculty, out of a target population of 33, provided insight as to concerns or issues they felt impeded or supported teaching efforts. Although the exploration contained a small sample size, department administrators implemented changes to address faculty concerns to reduce “disconnects” and issues mentioned by faculty members. Primary changes occurred around part time faculty input on curriculum development and interactions with department administrators and full time faculty. While still ongoing, initial feedback is positive and indicates faculty are adapting to the changes. Further work is necessary to examine individual feelings of worth and value, as well as exploring actual student learning outcomes across courses.Item Job Satisfaction and Burnout Among VA and Community Mental Health Workers(2013-03) Salyers, Michelle P.; Rollins, Angela L.; Kelly, Yu-Fan; Lysaker, Paul H.; Williams, Jane R.Building on two independent studies, we compared burnout and job satisfaction of 66 VA staff and 86 community mental health center staff in the same city. VA staff reported significantly greater job satisfaction and accomplishment, less emotional exhaustion and lower likelihood of leaving their job. Sources of work satisfaction were similar (primarily working with clients, helping/witnessing change). VA staff reported fewer challenges with job-related aspects (e.g. flexibility, pay) but more challenges with administration. Community mental health administrators and policymakers may need to address job-related concerns (e.g. pay) whereas VA administrators may focus on reducing, and helping workers navigate, administrative policies.Item New Clinical Faculty Training Program: Transforming Practicing Dentists into Part-Time Dental Faculty Members(ADEA, 2017-06) Adams, Brooke N.; Kirkup, Michele L.; Willis, Lisa H.; Reifis, Paul E.; Cariology, Operative Dentistry and Dental Public Health, School of DentistryAt Indiana University School of Dentistry, a New Clinical Faculty Training (NCFT) program was created with the primary goals of informing new part-time faculty members of clinical policies and assessment guidelines and thus developing qualified and satisfied faculty members. The aim of this study was to determine if participation in the training program improved the participants’ satisfaction and competence in comparison to their colleagues who did not participate in the program. Two cohorts were compared: a control group of part-time faculty members who did not receive formal training when they were hired (n=21; response rate 58.3%); and the intervention group, who had participated in the NCFT program (n=12; response rate 80%). A survey of faculty members in the control group gathered information on their experiences when initially hired, and a pretest was administered to measure their knowledge of clinical policies. After the control group was given an overview of the program, their feedback was collected through post surveys, and a posttest identical to the pretest was given that found statistically significant increases on questions one (p=0.003) and four (p=0.025). In February 2014, 15 new faculty members participated in the pilot implementation of the NCFT program. Of those 15, 12 (the intervention group) completed follow-up surveys identical to the pre survey used with the control group. Statistically significant differences were found for the factors clinical teaching (p=0.005) and assessment training (p=0.008) with better responses for the NCFT group. These results suggest that participation in the program was associated with improved clinical teaching knowledge and job satisfaction.Item Teacher Job Satisfaction in High-Performing Systems: A Multi-Level Study of Teacher, Classroom, and School Factors Using TALIS 2013 Surveys(2020) Tang, Yipeng; Wang, Ting; Liu, Laura B.; Li, Qiong; IUPUC Division of EducationTeacher job satisfaction plays a key role in influencing a quality teaching workforce and student success. This article presented an analytical framework comprising teacher, classroom and school factors, and tested it by applying a three-level modeling technique with data drawn from 11 high-performing systems that participated in Teaching and Learning International Survey (TALIS) 2013. The quantitative results show that: (1) at the teacher level, higher self-efficacy is associated with higher job satisfaction; more effective professional development and collaboration are associated with higher job satisfaction; mid-career teachers tend to be the least satisfied group compared with young and old teachers. (2) at the classroom level, teaching larger classes is associated with lower satisfaction, while teaching classes with higher percentage of low achievers or low socioeconomic students is associated with lower satisfaction; (3) at the school level, student-teacher relationship is significantly positively associated with job satisfaction. The article concludes with implications for policy makers and educators across countries.Item Too Good for Your Job? Disentangling the Relationships Between Objective Overqualification, Perceived Overqualification, and Job Dissatisfaction(Elsevier, 2019) Arvan, Maryana L.; Pindek, Shani; Andel, Stephanie A.; Spector, Paul E.; Psychology, School of ScienceIn the present study, we investigated the relationships between objective overqualification, perceived overqualification, and job satisfaction based on the tenets of P-E fit theory, a commonly-used theoretical framework in the overqualification literature. Specifically, we tested whether employee perceptions of overqualification mediate the relationship between objective overqualification and job dissatisfaction. Results across two studies indicated that objective overqualification and job satisfaction independently predicted perceived overqualification, which contradicts the prevailing view in the literature of unidirectional effects between overqualification and strain outcomes. Study 1 used a cross-sectional survey of recent college graduates to test the overall mediation model. Although the model was supported, the relationship between objective overqualification and job satisfaction was not significant, raising the question of whether the hypothesized predictive relationship between perceived overqualification and job satisfaction is reversed. Study 2 tested directionality in the relationship between perceived overqualification and job satisfaction using a three-wave longitudinal panel design in a sample of full-time university staff employees. Results indicated that job dissatisfaction predicts subsequent perceived overqualification rather than the reverse.