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Journal articles on the topic 'Academic staff and Universities'

Author: Grafiati

Published: 7 June 2025

Last updated: 2 August 2025

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1

Wei Chong, Chin, Yee Yen Yuen, and Geok Chew Gan. "Knowledge sharing of academic staff." Library Review 63, no. 3 (2014): 203–23. http://dx.doi.org/10.1108/lr-08-2013-0109.

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Purpose – The aim of this study is to build upon Jain et al.'s (2007) work by investigating the knowledge-sharing barriers and strategies of academic staff in public and private universities in Malaysia which have received relatively little research attention to date. Design/methodology/approach – A survey of 502 questionnaires was collected on both public and private universities in Malaysia. Data were analysed using SPSS. Findings – The overall findings show that private universities are more effective and are more willing to share knowledge. Linking knowledge sharing with non-monetary rewar

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YOUSEFI, MIDYA, Rohini Devi, and Ahmad Shuib. "Organizational Stress Indicators and Influence on Academic Performance in Private Universities." Asia Proceedings of Social Sciences 5, no. 2 (2019): 117–22. http://dx.doi.org/10.31580/apss.v5i2.1123.

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This study investigates to recognize and test the influence of organizational indicators of stress on the academic performance. The current research collected questionnaire via multi cluster sampling techniques from 32 Malaysian private universities academic staff. Also, 190 completed questionnaires were analyzed through SmartPLS software that has been delivered the results based on measurement and structural model. Then outcomes show that workload is the first stress organizational indictors that has adverse effect on academic staff work performance. Likewise, ambiguity and conflict in roles

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Okeke Emeka, Paul. "Effect of adequate academic staff-mix on staff job performance in south-eastern Nigeria Universities." Kampala International University Journal of Education 3, no. 2 (2023): 31–40. http://dx.doi.org/10.59568/kjed-2023-3-2-04.

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The study examined the effect of adequate academic staff mix on staff job performance in south eastern Nigeria universities. Descriptive survey research design was adopted for the study. The population for the study consisted all academic staff of public universities in south eastern Nigeria. six hundred (600) academic staff were sampled using multistage sampling technique which involves random selection of three (3) Federal universities of university of Nigeria Nsukka, Nnamdi Azikiwe university Awka and Federal university of Technology Owerri and three (3) state universities of Enugu state un

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May, Robyn, Glenda Strachan, and David Peetz. "Workforce development and renewal in Australian universities and the management of casual academic staff." Journal of University Teaching and Learning Practice 10, no. 3 (2013): 27–51. http://dx.doi.org/10.53761/1.10.3.3.

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Most undergraduate teaching in Australia’s universities is now performed by hourly paid staff, and these casual academics form the majority of the academic teaching workforce in our universities. This recent development has significant implications for the careers and working lives of those staff, for other academic staff, and for students, implications which are yet to be closely examined. Investigation of the working conditions of casual academic teaching staff is important, as the ageing of the continuing academic workforce suggests the universities will need to consider workforce developme

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Orukotan, Caleb Ilemobayo, and Augustine Dokpesi. "STAFF WELFARE AND UNION ROLES IN NIGERIAN UNIVERSITIES." Caleb International Journal of Development Studies 07, no. 02 (2024): 105–17. https://doi.org/10.26772/cijds-2024-07-02-07.

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This study explored the dynamics of interactions between the Academic Staff Union of Universities (ASUU) and its members, focusing on their perceptions of staff welfare in Nigerian universities. Drawing on Social Exchange Theory, the study examined how Academic Staff Union of Universities members invest in the union with expectations of reciprocal benefits, particularly in advocating for their welfare. A descriptive survey design was employed, with data collected from Academic Staff Union of Universities members in six universities through questionnaires and interviews. Findings reveal signifi

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Karaca, Feyyaz, and Ali Riza Erdem. "The Academic Expectations of Academic Staff from Their Universities." Anthropologist 18, no. 2 (2014): 399–412. http://dx.doi.org/10.1080/09720073.2014.11891558.

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Awe, Bolupe Abayomi, and Rose Nkem Tilije. "Exploring the Goldmine for Academic Staff Profession Development Programmes in Nigerian Public Universities." Religación. Revista de Ciencias Sociales y Humanidades 7, no. 32 (2022): e210914. http://dx.doi.org/10.46652/rgn.v7i32.914.

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The paper examined the state of the academic staffing situation in Nigerian Public Universities with various factors constraining their professional development. Funding was identified as a major factor with attendant consequences such as brain drain, academic staff deficit, structural imbalance in the distribution of academic staff and inadequate capacity-building programmes for their staff. The paper observed that most Nigerian universities lack the framework for internal staff development programmes for their academic staff. Various internal capacity building programmes that could be organi

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Too, Edwin K., Micah C. Chepchieng, and John Ochola. "EFFECT OF ACADEMIC STAFF RETENTION ON QUALITY EDUCATION IN PRIVATE UNIVERSITIES IN KENYA." Problems of Education in the 21st Century 64, no. 1 (2015): 86–94. http://dx.doi.org/10.33225/pec/15.64.86.

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In recent years, there has been an increase of students’ enrollment in private universities in Kenya. In effect, there has been a great need to recruit and retain quality academic staff. Studies reveal that it has been difficult to retain academic staff especially in private universities in specialized areas and required experience. A literature gap exists in Kenya on the effect of academic staff retention on the quality of education in private universities. The aim of the study was to determine the effect of academic staff retention on quality education in private universities in Kenya. A sur

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Hatamleh, Dr Amer. "Does Emotional Intelligence Prompt Knowledge Sharing Behavior among Academic Staff." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 11 (2021): 24–37. http://dx.doi.org/10.17762/turcomat.v12i11.5823.

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The presented paper aims to reveal the direct and indirect relationship between emotional intelligence and knowledge sharing behavior among academic staff in Jordanian universities. Furthermore, it aims to examine the mediation effect of knowledge sharing intention on the relationship between emotional intelligence and knowledge sharing behavior. Convenience sampling was used to collect data from 191 academic staff from private universities in the northern region of Jordan. First, data were tested for validity and reliability. Second, Structural Equation Modeling (SEM) was applied to analyze t

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Buckman, Akuffo, Okae –. Adjei Samuel, and Baah Paul. "A Markov Chain Model Approach to Study Academic Promotions in Ghanaian Universities." Asian Research Journal of Mathematics 5, no. 2 (2017): 1–12. https://doi.org/10.9734/ARJOM/2017/34046.

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Promotions of academic staff in universities and analogous institutions remain crucial to the attainment of economic, environmental and societal objectives nationally and globally. Notwithstanding the benefits to institutions and individuals, little literature is available on outlay of promotions in universities in Ghana. This paper seeks to model promotions in Ghanaians universities as stochastic process to determine the underlining stochasticness under different conditions. Stochastic model with emphasis on the an absorbing Markov Chain, presented in its canonical form, was used to estimate

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Mohammed El-Amin, Maha Abdul-Moniem. "Burnout among female academic staff at universities in Khartoum State." Asian Pacific Journal of Health Sciences 2, no. 4S (2015): 60–66. http://dx.doi.org/10.21276/apjhs.2015.2.2s.12.

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Rajandran, Kogulan, and Anusuiya Subramaniam. "Unlocking the Potential of Innovative Work Behaviour on Academic Staff Performance: Evidence from Malaysian Public Universities." International Journal of Business and Management 7, no. 6 (2023): 1–7. http://dx.doi.org/10.26666/rmp.ijbm.2023.6.1.

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In Malaysian universities, academic staff play a crucial and vital role in improving their performance by utilising creative and innovative abilities. Therefore, the primary purpose of this research study was to examine and investigate the impact of innovative work behaviour on academic staff performance in Malaysian research universities. A survey was conducted among 300 business faculty members, who were requested to complete a set of questionnaires to achieve the study's objective. The data collected from the survey were meticulously analysed using two software programmes, namely SPSS 26 an

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Bin Ahmad, Kamarul Zaman, and Majid Wahid Shaikh. "Factors affecting Happiness of Expatriate Academicians and Expatriate Non-Academicians in Dubai." International Review of Advances in Business, Management and Law 1, no. 1 (2018): 1–12. http://dx.doi.org/10.30585/irabml.v1i1.49.

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Purpose: To determine the antecedents of happiness and compare academicians and non-academicians in selected Dubai Universities. Design/methodological/approach: Qualitative research using in-depth interviews followed by cross-sectional surveys of teaching staff and non-teaching staff from different universities in Dubai.?Findings: There is no significant relationship between knowledge sharing and happiness of academics and well as non-academics. Happiness is significantly related to the other factors.Research implications and limitations: The small sample size of the academic group and the stu

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Milledzi, Eugene Yaw. "Psychosocial Environment of Universities: How Satisfied are Academics with Work-Related Factors?" Journal of Educational Development and Practice 5, no. 1 (2021): 91–109. http://dx.doi.org/10.47963/jedp.v5i.1009.

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University academics are critical actors in knowledge production and human resource development through teaching and research. However, despite the significant roles of university academics in the knowledge society, the psychosocial work environment of universities particularly in developing nations has witnessed agitations, threats and strikes over one work-related issue or the other. The current study examined how academic staff of selected universities in Ghana perceived work-related factors in their psychosocial environment using the mixed methods explanatory sequential design. A sample of

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Johnson, Agbo Uchechukwu, Aboki Bambur Sallah, and Raji Rafiu Boye. "Academic Staff Union of Universities and the Middle Level Academic Leadership in Nigerian Public Universities." International Journal of Research and Innovation in Social Science IX, no. I (2025): 3940–51. https://doi.org/10.47772/ijriss.2025.9010307.

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Trade Union in Higher Education Development in Nigeria dates back to the Nigerian Association of Universities Teachers. The Union was formed mainly to attend to the welfare of University Teachers. Academic Staff Union of Universities was an offshoot of the former, but extended the struggle to check Post-Colonial State elites in Nigeria for the interest of the common people to access education and their wellbeing by providing leadership in Higher Educational Institutions. A number of studies have been carried out on the role of Trade Union in Higher Education development. Suffice it to say, tha

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Taayeli, Andrews Kofi, Mumuni B. Yidana, and Joshua Sebu. "WHAT INFLUENCE ACADEMIC STAFF SWITCHING INTENTION IN CHARTERED PRIVATE UNIVERSITIES IN GHANA?" General Call 2, no. 1 (2023): 29–40. http://dx.doi.org/10.55921/iluc8277.

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Purpose –– The study is driven by the reality that Ghana's private universities are losing a large proportion of key teaching staff (intellectual capital). Methods –– The mixed method of sequential explanatory research was adopted for the study. Academic staff from three chartered private universities with representative sample size of 287 were involved in the study. Binary logit model was employed to analyse the study objectives, followed by the qualitative content analyses. Findings –– Remuneration and job security for staff are the most significant factors for academic staff switching inten

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TAIWO, Ezekiel, James AKINBODE, Morohunmubo Olayinka AKINRINLOLA, and Itunu OLU-OGUNLEYE. "Industrial Disputes Management and Academic Staff Welfare Improvement in Nigerian Universities." Journal of Research in Educational Sciences 15, no. 2 (2024): 92. https://doi.org/10.14505/jres.v15.2(18).03.

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There is a growing need to address the unique challenges of academic staff in universities such as unsatisfactory welfare and incessant disputes. In this regard, industrial dispute management was looked into as a tool to improve the welfare of academic staff in Nigeria. The study adopted the quantitative research approach and descriptive research design. The population of the study was academic staff from six federal universities in Southwest, Nigeria. A sample size of 377 was determined using the Taro Yamane sample size determination and was distributed to the selected Universities based on t

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Skyba, Yurii. "SWOT ANALYSIS AS AN INSTRUMENT FOR IDENTIFYING THE POTENTIAL OF ACADEMIC PERSONNEL OF UNIVERSITIES." Educological discourse, no. 3 (2020): 86–91. http://dx.doi.org/10.28925/2312-5829.2020.3.6.

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The article presents the results of SWOT-analysis of the potential of the academic staff of highly rated universities in Ukraine (Taras Shevchenko National University of Kyiv, National Technical University of Ukraine «Igor Sikorsky Kyiv Polytechnic Institute», Sumy State University). A theoretical analysis of scientific sources on the research problem was carried out and the possibility of using SWOT-analysis to identify strengths and weaknesses, threats and opportunities for developing the potential of academic staff was substantiated. Based on the analysis of the types of activities carried

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Ssali, Kizza Francis. "Work Life Balance as a Determinants of Academic Staff Retention in Makerere and Kyambogo Universities in Uganda." International Journal of Research and Innovation in Social Science VII, no. X (2023): 1834–45. http://dx.doi.org/10.47772/ijriss.2023.701141.

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The study was meant to establish the extent to which work life balance determines the retention of academic staff n Makerere and Kyambogo Universities. Its specific objectives were to establish the status of work life balance of academic staff, the level of academic staff retention and finally the extent to which work life balance determines academic staff retention in the two universities. The study took a descriptive and cross-sectional survey designs with a number of 298 academic staff and 4 administrative staff selected using stratified random and purposive sampling technique. Findings on

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Amin, Maha Abdul Moniem Mohammed El, and Purna Singh A. "Occupational stress in female academic staff working in private and public universities." Indian Journal of Pharmaceutical and Biological Research 3, no. 04 (2015): 25–27. http://dx.doi.org/10.30750/ijpbr.3.4.6.

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The present study was aimed to compare occupational stress between female academic staff working in private and public universities. The sampling frame for the study comprised 1523 full-time female academic staff working at both public and private universities at Khartoum State. Gumaa Said Yousif (2004) was used to measure occupational stress. There is no significant difference in occupational stress between female academic staff who works in private or public university. There is a significant difference between female academic staff working in public and private universities. It has been con

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Oyalabu, Grace Idowu, Oluwatosin Gbadamosi, and Leke Kayode Onabanjo. "Implementation of Management Strategies and Academic Staff Retention in Private Universities in Southwest, Nigeria." European Journal of Theoretical and Applied Sciences 1, no. 4 (2023): 901–10. http://dx.doi.org/10.59324/ejtas.2023.1(4).85.

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Implementing management strategies to retain staff is an important issue for universities as it impacts the institution's quality of teaching, research, and administrative services. The study examined the implementation of management strategies and their impact on academic staff retention in nine selected private universities. The research sample comprises 1,736 academic staff members from these institutions. The study investigated the various management strategies employed by private universities to retain their academic workforce and explored their effectiveness in promoting staff retention.

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BaikoAjuaba, David, Proscovia Namubiru Ssentamu, and Marc Cutright. "The Influence of Academic Staffing Practices on Quality Assurance Mechanisms in Selected Universities in Uganda." East African Journal of Education Studies 7, no. 4 (2024): 44–61. http://dx.doi.org/10.37284/eajes.7.4.2211.

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Quality assurance in universities has always been the professional duty of the faculty. In Africa quality assurance mechanisms (QAMs) were initiated as soon as universities were established in the continent. Although in Uganda the teaching staff are at the center of QAMs, inadequacies in academic staffing practices in the areas of remuneration, quality and quantity of the teaching staff have been some of the challenges experienced by universities in the country. This led to the establishment of the National Council for Higher Education to promote QAMs. This study established the extent to whic

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Fasanmi, Success Ayodeji, and Sadi Seyama. "The Social Harms of Academics’ Abuse in Nigerian Universities: Failed Ethical Leadership." Studies in Learning and Teaching 4, no. 3 (2023): 644–55. http://dx.doi.org/10.46627/silet.v4i3.336.

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Universities are higher institutions where a high level of manpower training is provided for the development of the total man. At the centre of this is the role of members of the academics. The three core function of the academic staff is teaching, research and service. Over the years, there have been cases of abuse of academics in Nigerian universities which has been a source of concern to relevant stakeholders. Abuse of Academics is any form of unethical treatment given to university academics in the course of discharging their duties. The study argues that the abuse of academic staff is an

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Dr., Ongesa Tom Nyamboga (PhD.). "Effectiveness of Job Responsibility Initiatives for Satisfaction on Commitment of Non-Academic Staff In Universities in Kenya: A Case of University of Eldoret." INTERNATIONAL JOURNAL OF MULTIDISCIPLINARY RESEARCH AND ANALYSIS 07, no. 03 (2024): 1414–24. https://doi.org/10.5281/zenodo.10893114.

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The level of job commitment by non-academic staff in universities is a critical factor that influences organizational success. By creating a supportive work environment, offering growth opportunities, promoting work-life balance, and recognizing employee contributions, universities can enhance the job commitment of their non-academic staff and ultimately improve overall performance. By balancing workload, providing support, recognition, and growth opportunities, institutions can cultivate a more committed workforce that contributes positively to the overall success of the university. The level

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Grace, Idowu Oyalabu, and Gbadamosi Oluwatosin. "Implementation of Management Strategies and Academic Staff Retention in Private Universities in Southwest, Nigeria." European Jornal of Theoretical and Sciences 1, no. 4 (2023): 901–10. https://doi.org/10.59324/ejtas.2023.1(4).85.

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Implementing management strategies to retain staff is an important issue for universities as it impacts the institution's quality of teaching, research, and administrative services. The study examined the implementation of management strategies and their impact on academic staff retention in nine selected private universities. The research sample comprises 1,736 academic staff members from these institutions. The study investigated the various management strategies employed by private universities to retain their academic workforce and explored their effectiveness in promoting staff retent

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Selesho, Jacob M., and Idah Naile. "Academic Staff Retention As A Human Resource Factor: University Perspective." International Business & Economics Research Journal (IBER) 13, no. 2 (2014): 295. http://dx.doi.org/10.19030/iber.v13i2.8444.

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The shortage of academic staff and the failure of universities to retain quality academic staff continue to be crucial to the changing prospects and potentials of knowledge formation and learning. This paper intends to examine factors that influence the poor retention rate of academic staff at selected universities in South Africa. The survey involved 80 academic staff lecturing at the selected institutions. The sample was chosen in such a way that more than 35 percent of the selected academic staff have worked at higher education institutions for more than 10 years. Prior to conducting the st

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Akah, Levi U., Valentine J. Owan, Peter O. Aduma, et al. "Occupational Stress and Academic Staff Job Performance in Public Universities in Two Nigerian Universities." Journal of Curriculum and Teaching 11, no. 5 (2022): 64. http://dx.doi.org/10.5430/jct.v11n5p64.

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Available reports provide an account of academic staff’s poor job performance in higher education institutions and universities in particular. Consequently, a growing body of research has been attracted to this area, including those seeking ways to understand the problem and others aimed at proffering solutions. This study contributes to the literature by investigating the influence of occupational stress on the job performance of academic staff in universities. Three null hypotheses directed the study in line with the quantitative ex-post facto research design. A sample of 150 respondents was

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Kabwe, Nsama, Harrison Daka, and Sibeso Lisulo. "Exploration of the Perceptions of Academic Staff on Performance Appraisals. A Case of Some Selected Private Universities in Lusaka District." International Journal of Research and Scientific Innovation XI, no. II (2024): 513–26. http://dx.doi.org/10.51244/ijrsi.2024.1102041.

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Today, universities around the world are largely concerned with the reputation and quality of their universities regardless of location. They have also become competitive within the present turbulent environment. As such, they have a huge responsibility to transfer knowledge to society through highly skilled academic staff. One way universities ensure they have skilled staff is by managing the performance of their academic staff through accurate appraisals which can help determine training needs and increase motivation through the feedback process. This study therefore explored the perceptions

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Abdul-Rahman, Rohana, Nurli Yaacob, and Asmah Laili Yeon. "Employment Benefits of Academics in Malaysian Universities." Journal of Social Sciences Research, SPI6 (December 25, 2018): 709–17. http://dx.doi.org/10.32861/jssr.spi6.709.717.

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Academics employed in either public or private university in Malaysia may be subject to different contract of service and scheme of employment. Due to this variance, academics receive different employment benefits. Such variation can also create differences and imbalance between universities in the context of workloads assigned to academics in both types of universities. Thus, objective of this article is to analyze employment benefits (pecuniary and non-pecuniary) of academics in Malaysian universities and their satisfaction with the employment benefits that they receive. This article employs

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Njogu, Lynette Wambui, and Caroline Mutwiri. "Perception of Academic Staff on Knowledge Sharing Through Institutional Repositories in Public and Private Universities in Kenya." International Journal of Current Aspects 6, no. 3 (2022): 125–33. http://dx.doi.org/10.35942/ijcab.v6i3.283.

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Universities have established platforms through which their academic staff can share knowledge they have generated and acquired through research. These platforms are known as institutional or digital repositories. However, an examination of most repositories shows that academic staffs in some faculties have deposited more research findings than other faculties. Therefore, this study sought to establish the perception of academic staff towards knowledge sharing through institutional repositories in selected public and private universities. The study utilized the Knowledge-Sharing model by Cheng

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Mwebaza, Micheal, Kizza Ssali Francis, Samuel S. Kafuuma, and Raymond Mwesigye. "Affective Commitment of Academic Staff in Higher Educational Institutions." Global Research in Higher Education 7, no. 3 (2024): p108. http://dx.doi.org/10.22158/grhe.v7n3p108.

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The study established the level of Affective Commitment (AC) of academic staff of universities in Uganda. Academic staff from two universities, Uganda Christian University (UCU) and Kyambogo University (KyU), participated in the study. It was guided by three specific objectives: to establish the status of Academic Commitment (AC), to establish the perception of academic staff on their affective commitment, and to suggest ways of improving affective commitment among academic staff. The study utilised a model by Meyer and Allen to extensively discuss affective commitment. It was a descriptive cr

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Faith, Jebet Chilgong, Karanja George, and Willy Muturi 2. "The Influence of Work Flexibility on Performance of Academic Staff in Public Universities Kenya." International Journal of Business Management and Technology 5, no. 2 (2023): 58–65. https://doi.org/10.5281/zenodo.7669906.

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The increase in enrolling students in Kenyan public universities has constrained most institutions to concoct methods of guaranteeing that academic staff has adequate contact hours with the students. However, it is noted that the number of enrolments does not emphatically match the quantity of academic staff in Kenyan state-funded universities. The most proficient proportion is 1:30 at the undergraduate level for students doing sociologies. Government organizations and guidelines demand great standards in universities and subsequently, it is critical to guarantee that academic staff is excepti

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Rwothumio, Joseph, Daniel Mange Mbirithi, and Wilfrida Itolondo. "Role of Financial Rewards in Enhancing Academic Staff Performance in Public Universities in Uganda." East African Journal of Interdisciplinary Studies 2, no. 1 (2020): 207–23. http://dx.doi.org/10.37284/eajis.2.1.256.

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This article examined the financial reward practice implemented by universities to improve on the performance of lecturers in Uganda’s public universities. The main objectives of the research were to investigate the relationship between financial reward and teaching and research outputs of academic staff in selected public universities. A mixed method design using convergent parallel approach was employed to collect and analyse data obtained from the study. A sample of 299 participants was drawn from academic staff, directors of human resources, and Vice chancellors. Results indicated a weak p

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Radwan, Abdullah, and Sahar Mohamed Badawy. "Variables Influencing Academic Staff Performance at Egyptian Universities." المجلة العلمية للدراسات التجارية والبيئية 15, no. 3 (2024): 1729–61. http://dx.doi.org/10.21608/jces.2024.391577.

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Jega, Attahiru. "Nigerian universities and academic staff under military rule." Review of African Political Economy 22, no. 64 (1995): 251–56. http://dx.doi.org/10.1080/03056249508704129.

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Waugh, Russell F. "Academic staff perceptions of administrative quality at universities." Journal of Educational Administration 40, no. 2 (2002): 172–88. http://dx.doi.org/10.1108/09578230210421123.

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Barratt, Helen. "Academic teaching staff face redundancy at British universities." BMJ 325, Suppl S1 (2002): 0207220. http://dx.doi.org/10.1136/sbmj.0207220.

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Umar, Abdullahi, Halima Abdul Manaf, and Abubakar Abdullahi Muhammad. "Performance Assessments of Academic Staff of Universities in Nigeria." FUGUS Journal of Public Administration and Management 3, no. 01 (2024): 95–102. https://doi.org/10.36349/fujpam.2024.v3i01.008.

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This study evaluated academic staff performance in Nigerian universities, focusing on Federal University Gusau (FUGUS) and BAZE University Abuja. The study's specific goal is to assess the performance of Academic Staff at Nigerian Universities in Teaching and Research. A desk research approach was used in the study. Data was generated using secondary data by utilizing some selected staff CVs. The data gathered was descriptively analyzed, and the results revealed that academic staff at private institutions had done much better than their counterparts at public universities over the years. It wa

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ADESOLA, Michael Babatunde, and Haastrup Timilehin EKUNDAYO. "Institutional Factors and Academic Staff Job Performance in Public Universities in Southwest, Nigeria." Journal of Education and Practice 6, no. 5 (2022): 66–80. http://dx.doi.org/10.47941/jep.1071.

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Purpose: This study investigated the relationship between institutional factors and academic staff job performance in Southwest, Nigeria. The study examined the level of academic staff job performance in public universities. The study also examined the extent to which the institutional factors are favourable in the Universities. The study specifically examined relationship between institutional factors such as physical facilities and staff workload. Methodology: The study adopted descriptive research design of the survey type. The population of this study consisted of 12,844 Academic Sta

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Almayali, Hakim Hsoonee, Ibrahim Rasool Hani, and Haidar Ali Aldulaimi. "Leadership Behavior, Knowledge Management technology, and Academic Performance in Iraqi Public Universities." Al-Ghary Journal of Economic and Administrative Sciences 20, no. 00 (2024): 1809–40. http://dx.doi.org/10.36325/ghjec.v20i00.17061.

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Purpose – The purpose of this study aims to investigate the relationships among leadership behavior and academic performance in Iraqi universities, given the mediating role of knowledge management (KM). Design/methodology/approach – This research will employ the use of quantitative research method to reach out to a broader population sample made up of 1,210 questionnaires on academic leaders and academic staff was distributed in 25 Iraqi public universities. The hypothesis testing being employed is based on the estimating structural equation model (SEM). Findings – The final structural model t

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Adetomiwa, Basiru, Bosede Olutoyin Akintola, Rasaki Oluwole Ejiwoye, and Adeeko Christy Olabisi. "Academic Staff Research Productivity in Private Universities in Southwestern Nigeria." International Journal of Operations Research and Information Systems 14, no. 1 (2023): 1–15. http://dx.doi.org/10.4018/ijoris.331696.

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Research productivity (teaching, research, and community service) in any university is the totality of academic staff academic achievement within a given period of time which is partly used for university ranking. There has been a renewed interest in the debate about the quality and quantity of research output and the factors which influence the output of university lecturers at the same time. Therefore, this study assessed the level of academic staff research productivity in private universities in Southwestern, Nigeria. The survey design of the correlational type was adopted. Proportional to

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Hassan, Abubakar Idris, Mohd Nazri Baharom, and Rozita Abdul Mutalib. "Social capital and career advancement of female academic staff in Nigerian universities." Journal of Management Development 36, no. 4 (2017): 525–41. http://dx.doi.org/10.1108/jmd-05-2016-0069.

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Purpose The purpose of this paper is to examine the social capital factors of career advancement of female academic staff in Nigerian universities. Design/methodology/approach A measurement and structural analysis were conducted for the three independent variables and a dependent variable on 20 public universities. Data were collected using a structured self-administered questionnaire. The dependent variable was female academic staff career advancement and the independent variables were mentoring, networking and government machinery. Using stratified random sampling, 532 academic staff were se

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Rwothumio, Joseph, Wilson Okaka, Stephen Kambaza, and Eugene Kyomukama. "Influence of Performance Appraisal in Determining Academic Staff Performance in Public Universities in Uganda." International Journal of Advanced Research 3, no. 1 (2021): 20–32. http://dx.doi.org/10.37284/ijar.3.1.281.

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In an effort by public universities to improve the performance of lecturers in Uganda, universities are implementing annual performance appraisal. Despite this move, ineffective teaching, low research and publication continue to prevail, making it difficult for public universities to produce the needed human resources for national development. This study investigated the relationship between performance appraisal and teaching and research outputs of academic staff in selected public universities. A mixed method design using convergent parallel approach was employed to collect and analyse data

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Abiri, Olusola Christianah, Adesina Ajayi Adedapo, and Olubunmi Adejoke Adenagbe. "Remuneration and Retirement Benefit as Correlates of Non-Academic Staff Productivity in Nigerian Universities." British Journal of Education 12, no. 2 (2024): 32–44. http://dx.doi.org/10.37745/bje.2013/vol12n23244.

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This descriptive survey research aimed to investigate the relationship between remuneration, retirement benefits, and the productivity of non-academic staff in public universities in Southwest Nigeria. The study utilized a multistage sampling procedure to select 1200 non-academic staff from six universities, incorporating both federal and state institutions. Data were collected through self-designed instruments, namely the Conditions of Service Questionnaire (CSQ) and the Non-academic Staff Job Productivity Questionnaire (NSJPQ), focusing on remuneration, retirement benefits, and job productiv

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Idubor, Enaruna Ehimwenma, and Simon Ayo Adekunle. "Adoption Of Formalized Mentoring Among Academic Staff in Selected Nigerian Universities." Journal of Entrepreneurship and Business 10, no. 1 (2022): 72–88. http://dx.doi.org/10.17687/jeb.v10i1.871.

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The study investigated how mentoring is being adopted and practiced among academics in three universities in Edo State, Nigeria. A survey research design was used. A structured questionnaire was administered to 459 academic staff across the three universities in Edo State. The data collected were analysed using descriptive statistics and the Binomial test. The study finds that mentoring though not formalized was widely practiced in universities in Edo State. Both senior and junior lecturers agreed that mentoring was very important in teaching the younger colleagues how to better perform their

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Uzochukwu, Onyeizugbe Chinedu, Obiageli Lilian Orogbu, and Igbodo Republic O. "TETFund International Programmes and Academic Staff Development of Selected Universities in South East Nigeria." Journal of Economics and Public Finance 2, no. 1 (2016): 171. http://dx.doi.org/10.22158/jepf.v2n1p171.

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<p><em>It is commonplace to see academic staff (teaching staff) in Nigerian Universities stagnated for a long period of time that is without promotions, due to lack of funds for further academic development and publications. The popular syndrome of “publish or perish” has, over the time, had its toll on academic staff of Nigerian Universities. As succour, the Federal Government of Nigeria set up Tertiary Education Trust Fund (TETFund) in 2011 as an intervening agency, to, among other objectives, fund academic staff trainings in tertiary institutions within and outside the country.

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Ozurumba, Chukwuma N., and Japo Oweikeye Amasuomo. "Academic Staff Development and Output in State Universities in South-South Nigeria." Makerere Journal of Higher Education 7, no. 2 (2016): 49–59. http://dx.doi.org/10.4314/majohe.v7i2.3.

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This study examines staff development and the output of academic staff in the state universities in South-South Nigeria. An ex-post-facto survey design was used to conduct the research in three state universities in the area. Three research hypotheses were formulated to guide the study. Data were collected from a sample of 402 academic staff. This was done using a questionnaire entitled “Academic Staff Development and Academic Staff Output Questionnaire”. One way Analysis of Variance (ANOVA) was used to analyse the data. The findings were that significant relationship exists between staff deve

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Dudarev, Igor, and Volodymyr Purtov. "System of comprehensive evaluation of academic staff activity." Scientific Bulletin of Mukachevo State University Series “Pedagogy and Psychology” 10, no. 4 (2024): 24–40. https://doi.org/10.52534/msu-pp4.2024.24.

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Universities evaluate the activities of academic staff annually to encourage excellence in performance and to develop training programmes to enhance their professional skills. The evaluation of academic staff activities is mainly based on the results of their scientific work, but it is important to take into account other areas of their responsibilities. Therefore, the purpose of the study was to develop a system for the comprehensive evaluation of academic staff, which would consider the outcomes of their pedagogical, methodological, scientific, and organisational work. The method employed in

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Rwothumio, Joseph, Daniel Mange Mbirithi, and Wilfrida Itolondo. "Influence of Training in Determining Academic Staff Performance in Public Universities in Uganda." East African Journal of Education Studies 3, no. 1 (2021): 39–51. http://dx.doi.org/10.37284/eajes.3.1.283.

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In an effort by public universities to improve on the performance of lecturers in Uganda, universities are implementing various human resource management practices. Despite this move, ineffective teaching, low research and publication continue to prevail, making it difficult for public universities to produce the needed human resources for national development. This study investigated the relationship between staff training and teaching and research outputs of academic staff in selected public universities. A mixed-method design using convergent parallel approach was employed to collect and an

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Hussain, Altaf, Muhammad Asad Khan, and Mohammad Hanif Khan. "The Influence of Training and Development on Organizational Commitment of Academicians in Pakistan." Review of Economics and Development Studies 6, no. 1 (2020): 43–55. http://dx.doi.org/10.47067/reads.v6i1.183.

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It is recognized globally that training and development not only enhances the abilities, knowledge and skills of the staff member but it also changes their attitudes and behaviors. Such change in their attitudes and behaviors makes them committed with their respective organizations. This research work inquired association of training & development along with its dimensions with organizational commitment. We used Smart-PLS to make analysis of the data which were gathered from 320 academic staff of seven public sector universities of Khyber Pakhtunkhwa (KP), Pakistan. The results of this wor

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