Job Satisfaction and Its Influence on Faculty Retention and Turnover in a Private University in Liberia

Prior research declared that increased job satisfaction among faculty can explicitly influence behaviors and attitudes in faculty within institutions of higher education: retention, job performance, institutional commitment, engagement, among others. It is important that universities monitor the satisfaction levels of their faculty to secure increased levels of their performance. The qualitative, explanatory single case study was to explore how job satisfaction influence faculty retention and turnover in a private university in Monrovia, Liberia, West Africa. The need for qualified and committed faculty in Liberia continues to increase. To meet this need for high numbers of faculty, retention of qualified faculty has become a priority. The implication of this study is the importance of having effective leadership and healthy organizational culture to improve faculty morale and job satisfaction by developing strategies to retain quality faculty and reduce turnover.

Frequent Faculty Turnover: Challenge for HEIs in Urban Areas of Pakistan

There is a rapid growth in Higher Education Institution (HEIs) of Pakistan in couple of years. These HEIs need qualified faculty to produce quality alumni, however somehow or the other retention of quality faculty is a challenge for HEIs. This research is carried out with an endeavors to find out the causes of frequently turnover of faculty in Higher Education Institution (HEIs) in Karachi. 22 item questionnaires were used to collect the data from the faculty of renowned private sector HEIs of Karachi. For the sample of 280 Multiple Regression Analysis and Principal Component Factor Analysis were applied to interrogate the hypotheses. Results indicated that there is a significant relationship between career progression and the faculty turnover whereas Compensation & benefits and job stress have insignificant impact.

Analysis of Motivation Mechanism to Management within Junior Faculty in Universities & Colleges

People from all walks of life are paying more and more attention to the development of the education and teaching industry which shows the importance of school management of young teachers in colleges and universities is increasingly prominent in the rapid development of the modernized social economy. The comprehensive quality and professional ethics of young teachers in colleges and universities are directly related to the development of China's higher education while effective implementation of motivation mechanisms could be instrumental in enhancing the professional ethics of them. Therefore, combining material incentive mechanisms and moral encouragement to perfect management to professional ethics can build a high-quality faculty team. This paper mainly analyzes the incentive mechanism in the management of young teachers in colleges and universities.

Recruiting, Evaluating, and Retaining Kinesiology Faculty Members

This paper offers direction and guidance to help departments develop fair and equitable search, evaluation, and retention strategies for their faculty. Included is how to attract a diverse candidate pool and successfully recruit diverse candidates. In addition, the paper provides guidelines about evaluating faculty members, emphasizing the need for formative evaluation that offers faculty ample opportunities, resources, and support systems for improving their performance before any summative evaluations administered by a department or college. Finally, the paper presents retention stratagems as guidelines to help departments support and retain their high-quality faculty members. Achieving the goals of recruitment, retention, and advancement requires the involvement and leadership of university officers, school deans, department chairs/heads, and faculty.

Analisis Quality of Service (QOS) Jaringan Internet Fakultas Teknik Universitas Muhammadiyah Makassar

Analysis Quality of Service (QoS) Internet Network Faculty of Engineering, University of Muhammadiyah Makassar guided by Zahir Zainuddin and Rahmania. QoS parameters were observed or measured is Bandwidth, Delay, Packet Loss and throughput. This research was conducted at the Faculty of Engineering, University of Muhammadiyah Makassar, this study aims to measure, analyze and determine Kualitias Internet Network Engineering Faculty of Muhammadiyah University Makassar. To measure Delay, Packet lost and throughput using software Axence NetTools 4.0 Pro. The results of measurements of parameters of Quality of Service (QoS) Internet network is measured is the bandwidth available on Thursday, Friday and Saturday = 10240 Kbps. Delay highest in the can on Thursday = 74.66 ms, while the lowest in the delay may be on Saturdays = 62 ms. Packet loss is the highest obtained on Thursday = 5.33%, while the lowest in the lost packet can be on Saturdays = 0.33%. The highest throughput in the can on Saturdays = 357 106 bps, while the lowest in the throughput can be on Thursday = 278 039 Bps. Based on the data delay and packet loss above, Internet Network Quality Faculty of Engineering, University of Muhammadiyah Makassar categorized as very good.

Faculty Development in Digital Spaces

The 21st-century faculty member is faced with numerous challenging tasks. Teaching must be current and highly engaging. To ensure the highest quality faculty development focused on digital teaching and learning, higher education academic institutions need to identify innovative new ways to address these challenges, often through digital methods and deliveries. Too often, however, faculty are pressured with diminished time and resources. That is, teaching, scholarship, and service dominate faculty members' schedules and time for faculty development is limited. To confront this serious issue, higher education academic institutions should develop applicable and digitally enabled faculty development programs designed in online, modular environments. This chapter provides an overview and analysis of the concept, design, and implementation of the DEEP (Developing Excellence in Eastern's Professors) online, modular faculty development system as a model for digital teaching and learning.

The Faith Plan

This chapter describes Whitney Young's efforts to keep Lincoln Institute open despite the economic effects of the Great Depression. Young and Lincoln's white financial officer, J. Mansir Tydings, persuaded Lincoln's board to allow them to operate the school under an innovative yet dangerous plan that would free the board from all financial responsibility. The two men devised the “Faith Plan,” an intense effort to recruit new students while paying teachers prorated salaries, with the promise that they would be made whole when the institution regained a sound financial footing. With the financial crisis temporarily averted, Young was named the school's principal and set about building a quality faculty. The Lincoln basketball team became a power in the KHSAL and won state championships in 1937 and 1938.