Business Faculty Recruitment: The Effects of Full-Time Versus Part-Time Employment.Abstracts This study addressed faculty recruitment for community colleges, an issue of immediate importance because many faculty hired during the enrollment boom of the 1960's are retiring. The design for this research was a factorial experiment fac·to·ri·al experiment n. An experimental design in which two or more series of treatments are tried in all combinations. factorial experiment see factorial experiment. involving a three-way analysis of variance The discrepancy between what a party to a lawsuit alleges will be proved in pleadings and what the party actually proves at trial. In Zoning law, an official permit to use property in a manner that departs from the way in which other property in the same locality . The participants (N = 136) were randomly selected male (n = 68) and female (n = 68) business professionals completing the MBA MBA abbr. Master of Business Administration Noun 1. MBA - a master's degree in business Master in Business, Master in Business Administration degree. The participants role-played the part of applicants for business department faculty positions by rating jobs described in simulated recruitment advertisements. The ANOVA anova see analysis of variance. ANOVA Analysis of variance, see there results indicated that both male and female business professionals preferred part-time part-time adj. For or during less than the customary or standard time: a part-time job. part rather than full-time teaching positions. Implications for recruitment practice and future research are discussed. Recruitment is a pressing issue for community colleges at this time because many faculty hired during the enrollment boom of the 1960s are retiring (Higgins, Hawthorn hawthorn, any species of the genus Crataegus of the family Rosaceae (rose family), shrubs and trees widely distributed in north temperate climates and especially common in E North America. , Cape, & Bell, 1994). Also, as noted by Winter and Kjorlien (2000), there is a need for experimental studies, such as the one reported here, because there are few empirical investigations about faculty recruitment in the community college literature. Community college leaders recognize that to deliver high-quality academic programs, colleges must attract capable faculty to carry out the educational mission. It is the faculty who provide the credibility and leadership necessary to build educational programs. The Commission on the Future of Community Colleges (1988) recommended the continual improvement Continual Improvement (also called incremental improvement or staircase improvement) is a process or productivity improvement tool intended to have a stable and consistent growth and improvement of all the segments of a process or processes. of recruitment practices designed to attract new faculty. Unfortunately, the officials responsible for recruiting and hiring new faculty do not always give staffing the attention it deserves. Gabert (1994) observed: The employment decision is one of the most important any manager makes, and too little attention is focused on it in most community colleges. Administrators and college governing boards Noun 1. governing board - a board that manages the affairs of an institution board - a committee having supervisory powers; "the board has seven members" frequently do not place sufficient emphasis on the human resources The fancy word for "people." The human resources department within an organization, years ago known as the "personnel department," manages the administrative aspects of the employees. function. What they fail to realize is that all of their plans for high-quality instruction and student support services support services Psychology Non-health care-related ancillary services–eg, transportation, financial aid, support groups, homemaker services, respite services, and other services will fail unless there are high-quality instructors ... and other employees to implement them. (p. 377) Too often, recruitment officials underestimate the difficulty of recruiting competent people, and as Rebore rebore or reboring Noun the boring of a cylinder to restore its true shape (1995) stated, "it is a mistake to assume that the correct mix of people will be available to fill vacancies without making a concerted effort to find the most qualified individuals to fill specific human resource needs" (1995, p. 79). Further, recruitment is a highly competitive enterprise (Barber A barber (from the Latin barba, "beard") is someone whose occupation is to cut any type of hair, give shaves, and trim beards. In previous times, barbers also performed surgery and dentistry. , 1998; Gabert, 1994; Heneman, Judge, & Heneman, 2000). Because both public and private organizations compete with community colleges to acquire talented human capital (Gibson-Benninger & Ratcliff, 1996; Lawhon & Ennis, 1995), community colleges must develop recruitment programs that can succeed in a competitive labor market labor market A place where labor is exchanged for wages; an LM is defined by geography, education and technical expertise, occupation, licensure or certification requirements, and job experience . Finally, despite the importance of recruitment, there have been relatively few empirical studies Empirical studies in social sciences are when the research ends are based on evidence and not just theory. This is done to comply with the scientific method that asserts the objective discovery of knowledge based on verifiable facts of evidence. about the decisions made by job applicants, such as the decisions to apply for the job or accept an interview. The scarcity Scarcity The basic economic problem which arises from people having unlimited wants while there are and always will be limited resources. Because of scarcity, various economic decisions must be made to allocate resources efficiently. of empirical studies about applicant decisions is unfortunate because, as Rynes (1991) has noted, "Application decisions are critical to organizations; if individuals do not apply, there will be little opportunity to influence their choices through [subsequent] recruitment activities. However, most recruitment research has been conducted subsequent to the first employment interview. As such, little is known about the determinants of job applicant behaviors." (p. 435) Stated another way, recruitment is a two-way decision-making decision-making, n the process of coming to a conclusion or making a judgment. decision-making, evidence-based, n a type of informal decision-making that combines clinical expertise, patient concerns, and evidence gathered from process involving decisions made both by organizations selecting new employees and by job applicants pursuing open positions. Attention to the decisions made by job applicants is vital or the hiring process will end in failure. Given the limitations of existing recruitment research noted above, this study addressed the task of recruiting qualified faculty for community college business departments by examining the reactions of potential job applicants to business faculty positions described in simulated recruitment advertisements. Purpose and Related Literature Barber (1998) developed the operational definition of recruitment used in this investigation: "Recruitment includes those practices and activities carried on by the organization with the primary purpose of identifying and attracting potential employees" (p. 5). The focal recruitment medium examined in this research was the faculty recruitment advertisement. The purpose of the study was to assess the influence of employment status (part-time, full-time), ideal person characteristics (business, teaching), and applicant gender (male, female) on applicant ratings of business faculty jobs described in simulated faculty recruitment advertisements. There is no existing empirical, research about recruiting part-time versus full-time personnel to serve as community college faculty. In fact, higher education higher education Study beyond the level of secondary education. Institutions of higher education include not only colleges and universities but also professional schools in such fields as law, theology, medicine, business, music, and art. research tends to de-emphasize the recruitment of part-time faculty. Roueche, Roueche, and Milliron (1996) expressed concern about the tendency of colleges to recruit and use part-time faculty haphazardly: "The intake of part-time faculty should be part of a proactive plan, not a reactive reactive /re·ac·tive/ (re-ak´tiv) characterized by reaction; readily responsive to a stimulus. re·ac·tive adj. 1. Tending to be responsive or to react to a stimulus. 2. response to budget constraints A Budget Constraint represents the combinations of goods and services that a consumer can purchase given current prices and his income. Consumer theory uses the concepts of a budget constraint and a preference ordering to analyze consumer choices. or random enrollment fluctuations" (p. 113). In the national community college system, part-time faculty represent 69% of the total faculty population (U. S. Department of Education, 2000). Gappa and Leslie (1993) interviewed administrators at colleges across the United States United States, officially United States of America, republic (2005 est. pop. 295,734,000), 3,539,227 sq mi (9,166,598 sq km), North America. The United States is the world's third largest country in population and the fourth largest country in area. , and their findings revealed the "recruitment of part-timers was ad hoc For this purpose. Meaning "to this" in Latin, it refers to dealing with special situations as they occur rather than functions that are repeated on a regular basis. See ad hoc query and ad hoc mode. , primarily initiated by applicants themselves or by graduate students and faculty already in the department. We found a tendency to hire available and familiar people" (p. 253). Gappa and Leslie further argued that "part-time faculty should be recruited and selected for the particular qualities a department or program needs, not just because they happen to be available and cheap" (1993, p. 253). This study examined the recruitment of part-time faculty on an equal basis with that of full-time faculty. The study addressed the ad hoc nature of recruiting part-time faculty noted above by making employment status (part-time versus full-time) an independent variable of interest in the analysis and by performing a systematic study of an identified pool of potential applicants to determine if they preferred jobs involving a part-time or full-time appointment. The ideal person characteristics variable derived from a recent study performed by Taris and Bok (1998). Ideal person characteristics are the preferred characteristics of an applicant as described by the hiring organization in its recruitment media. Ideal person characteristics are traits in the abstract that would increase an individual's eligibility for a position. For example, a recruitment advertisement may describe an ideal job candidate as possessing "excellent communication skills." This is a person characteristic expressed in the abstract, as opposed to an empirically observable ob·serv·a·ble adj. 1. Possible to observe: observable phenomena; an observable change in demeanor. See Synonyms at noticeable. 2. personal (i.e., demographic) characteristic, such as age or gender. The Taris and Bok (1998) study was an experimental investigation conducted to assess differences between men and women relative to their attraction to, and perceived eligibility for, jobs described in recruitment advertisements. The researchers used person characteristics operationalized as either male- or female-oriented. Taris and Bok found men regarded themselves as equally qualified for, and equally attracted to, all types of jobs, while women regarded themselves as less qualified for, but more attracted to, jobs operationalized as male-oriented. Our objective in the present research was to examine whether applicants for business faculty positions were more attracted to jobs describing the ideal candidates as people who can "bring their business skills to the classroom" and share their business expertise, or jobs describing the ideal candidates as people desiring to "become outstanding teachers" and having the "ability to become effective classroom instructors." Including the ideal person characteristic variable as an independent variable in the analysis made it possible to determine if the business professionals participating in the study were motivated mo·ti·vate tr.v. mo·ti·vat·ed, mo·ti·vat·ing, mo·ti·vates To provide with an incentive; move to action; impel. mo more by applying their past business experience or by acquiring teaching expertise when making the career transition from business to community college teaching. We entered participant gender as an independent variable of interest to determine whether men and women viewed teaching business at a community college differently and to determine if gender interacted with either employment status or ideal person characteristics. Finally, the experimental approach used in this research was patterned on similar experimental designs used in private-sector recruitment research (Barber, 1998; Rynes, 1991) and the education-sector teacher recruitment research (Young, Rinehart, & Heneman, 1993). Many of the private sector and education studies involved having the study participants rate jobs described in interviews. This study involved participants rating jobs described in recruitment advertisements, thus responding to Rynes' (1991) call for research about applicant decisions, such as the decision to apply for the job, that occur prior to the employment interview. Methods This study was a recruitment simulation with the study participants role playing role playing, n in behavioral medicine, learning exercise in which individuals assume characters different from their own. The individual may also be asked to simulate a particularly difficult situation and apply the characteristics that are common to his the part of applicants for a community college business faculty position and rating jobs described in recruitment advertisements. The investigation assessed the impact of three independent variables on the job ratings of potential applicants for community college business faculty vacancies: (a) employment status (part-time, full-time), (b) ideal person characteristics (business, teaching) and (c) applicant gender (male, female). The study was a factorial experiment (Campbell & Stanley Stanley, town (1991 pop. 1,557), capital of the Falkland Islands, S Atlantic Ocean, on East Falkland island. It is the main port and trading center of the islands. The name is sometimes written as Port Stanley. , 1963), involving standardized standardized pertaining to data that have been submitted to standardization procedures. standardized morbidity rate see morbidity rate. standardized mortality rate see mortality rate. instruments (described later) administered according to according to prep. 1. As stated or indicated by; on the authority of: according to historians. 2. In keeping with: according to instructions. 3. a controlled, scripted protocol. The design selected for this research was a 2 X 2 X 2 completely crossed fixed-factor analysis of variance (ANOVA). Theoretical Framework The applicant attraction model developed by Rynes and Barber (1990) postulates that recruitment outcomes, such as the decision to apply for the job, are influenced by broad categories of variables related to recruitment contingencies Contingencies (ISSN 1048-9851) is the bimonthly magazine of the American Academy of Actuaries, providing a large and diverse readership with general interest and technical articles on a wide range of issues related to the actuarial profession. and applicant attraction strategies (p. 269). The contingencies germane ger·mane adj. Being both pertinent and fitting. See Synonyms at relevant. [Middle English germain, having the same parents, closely connected; see german2. to this study were vacancy VACANCY. A place which is empty. The term is principally applied to cases where an office is not filled. 2. By the constitution of the United States, the president has the power to fill up vacancies that may happen during the recess of the senate. characteristics and organizational characteristics. The vacancy characteristic examined in this research was the nature of the faculty appointment (part-time or full-time). The organizational characteristic examined was the ideal person described by the organization in a recruitment advertisement. Participants and Sampling Procedure The study participants (N = 136) were randomly selected male (n = 68) and female (n = 68) business professionals completing the MBA degree at two large public universities in the Midwest. Having individuals such as these serve as participants was realistic because community colleges recruit about "25% [of their faculty] directly from graduate studies; and another 25% from the trades, industry, business and government administration" (London, 1989, p. 248). The participants also possessed the two essential qualifications needed to assume a community college faculty position (Higgins et al., 1994; London, 1989): experience in the applicable profession and a master's degree master's degree n. An academic degree conferred by a college or university upon those who complete at least one year of prescribed study beyond the bachelor's degree. Noun 1. in the relevant discipline. The participants had business experience and were about to complete the MBA degree. The participants performed three tasks. First, they completed a biographical bi·o·graph·i·cal also bi·o·graph·ic adj. 1. Containing, consisting of, or relating to the facts or events in a person's life. 2. Of or relating to biography as a literary form. data sheet. Second, they read one of four versions of a simulated recruitment advertisement for a community college business faculty position. Third, they completed four rating items on a job evaluation Job evaluation is the process of systematically determining a relative value of jobs in an organisation. In all cases the idea is to evaluate the job, not the person doing it. Job Ranking is the most simple form. installment. Additional information about the research instruments is provided later in this manuscript manuscript, a handwritten work as distinguished from printing. The oldest manuscripts, those found in Egyptian tombs, were written on papyrus; the earliest dates from c.3500 B.C. . The method used to establish the sample size for this investigation was a power analysis conducted according to procedures developed by Cohen cohen or kohen (Hebrew: “priest”) Jewish priest descended from Zadok (a descendant of Aaron), priest at the First Temple of Jerusalem. The biblical priesthood was hereditary and male. (1988) for a factorial factorial For any whole number, the product of all the counting numbers up to and including itself. It is indicated with an exclamation point: 4! (read “four factorial”) is 1 × 2 × 3 × 4 = 24. ANOVA design. The parameters for the power analysis were: (a) a planned alpha level ([Alpha] = .05), (b) a specified power level (b = .80), and (c) an estimated effect size ([[Omega].sup.2] = .06). Cohen described the above effect size as "medium" in magnitude (1988, p. 397). The power analysis resulted in a cell size of 17 participants and a total sample size of 136 (8 cells X 17). The participants were selected at random from a large pool of volunteers and received random assignment to one of four treatment conditions created by the 2 X 2 crossing of the employment status and ideal person characteristics variables. Descriptive data for the participants appear in Table 1. Table 1 Descriptive Statistics for Actual Study Participants Variable n % Mean SD Range Gender Males 68 50% Females 68 50% Marital Status Married 68 50% Not 68 50% Married Ethnicity African 4 3% American White 125 92% American Native 0 0% American Hispanic 1 1% American Asian 6 4% American Foreign 0 0% National Age (Years) 29.2 4.8 22-48 Experience (Years) Business 6.2 4.3 1-21 Total 8.4 5.4 1-34 # of Dependent 0.4 0.8 0-3 Children Hours of Work 40.5 10.0 10-60 (Per Week) N = 136 Additional analyses augmented the descriptive analysis displayed in Table 1. Independent samples t-tests established that male participants were not significantly different from female participants with respect to age (t = 1.72, p [is greater than] .05) or hours worked per week ([Alpha] = 1.77, p [is greater than] .05). There was no significant correlation between either participant age and hours worked per week (r = -.01, p [is greater than] .05) or age and participant rating of the job (r = -.04, p [is greater than] .05). The correlation between participant hours worked per week and participant rating of the job (r = -.10, p [is greater than] .05) was also not significant. There was a significant correlation between participant age and business experience (r =. 82, p [is less than] .05). Older participants tended to have more business experience than did younger participants. Independent Variables The independent variables for this analysis were: employment status (part-time, full-time), ideal person characteristics (business, teaching), and applicant gender (male, female). Applicant gender was an assigned as·sign tr.v. as·signed, as·sign·ing, as·signs 1. To set apart for a particular purpose; designate: assigned a day for the inspection. 2. variable operationalized by the participants' self-reports on the biographical data sheet. Employment status and ideal person characteristics were experimentally manipulated variables operationalized by the simulated recruitment advertisements. The recruitment advertisements were based on actual faculty recruitment advertisements similar to those routinely placed by community college officials in such educational print media as The Chronicle chronicle, official record of events, set down in order of occurrence, important to the people of a nation, state, or city. Almanacs, The Congressional Record in the United States, and the Annual Register in England are chronicles. of Higher Education and Community College Times. The advertisements had a block display format and consisted of five components. The first component was the advertisement headline: "Community College Business Teaching Positions Available." The second component was a paragraph containing general information about the community college system and its academic programs. The content of this paragraph was held constant across the four versions of the advertisement. The third component was a paragraph entitled en·ti·tle tr.v. en·ti·tled, en·ti·tling, en·ti·tles 1. To give a name or title to. 2. To furnish with a right or claim to something: "About the Job" and contained a description of the typical job duties of a community college teacher. The wording of this description operationalized the employment status variable. Two versions of the advertisement described the position as a part-time appointment and two versions described the position as a full-time appointment. The fourth component of the advertisements was entitled "Ideal Candidate" and operationalized the ideal person characteristics. Two versions of the advertisement described the ideal candidate as applying business expertise in the classroom and two versions described the Meal candidate as focusing on being an outstanding teacher. The fifth component was an "Application Procedures" section that was held constant across all versions of the advertisement. Two versions of the advertisement, illustrating manipulations of the 2 X 2 crossing of the employment status (part-time, full-time) and ideal person characteristics (business, teaching) appear in the appendix. Dependent Variable Applicant rating of the job was the dependent variable in this analysis and was operationalized by a job evaluation instrument. The evaluation instrument had four items summed to form an additive additive In foods, any of various chemical substances added to produce desirable effects. Additives include such substances as artificial or natural colourings and flavourings; stabilizers, emulsifiers, and thickeners; preservatives and humectants (moisture-retainers); and composite score: (a) "How would you rate the overall attractiveness of the teaching job described?" (b) "How likely would you be to apply for the teaching job described?" (c) "If offered, how likely would you be to accept an interview for the teaching job described?" and (d) "If offered, how likely would you be to accept the teaching job described?" Each item had a 5-point Likert-type scale (5 being more favorable fa·vor·a·ble adj. 1. Advantageous; helpful: favorable winds. 2. Encouraging; propitious: a favorable diagnosis. 3. than 1). Pilot Study A pilot study served to (a) check manipulation of the two experimental factors and (b) assess the reliability of the dependent variable composite rating. Business professionals (N = 30) similar to the actual study participants completed the biographical data sheet, read one of four versions of an advertisement for a business faculty position, and completed a job evaluation instrument. After returning the completed instruments to the researchers, the pilot participants opened a sealed envelope containing a two-item questionnaire. The first item required the participants to identify the nature of the faculty appointment by circling one of three responses: (a) "part-time faculty position," (b) "full-time faculty position," and (c) "I do not recall the information about employment status." Twenty-seven individuals (90%) responded correctly to the first question. The second item queried the participants about the characteristics of the ideal candidate desired by the organization: (a) "Has a desire to share actual business experience with students," (b) "Has a desire to be an outstanding teacher," and (c) "I do not recall the information about the ideal candidate." Twenty-eight individuals (93%) correctly identified the characteristics of the ideal candidate described. Coefficient coefficient /co·ef·fi·cient/ (ko?ah-fish´int) 1. an expression of the change or effect produced by variation in certain factors, or of the ratio between two different quantities. 2. alpha for the four-item composite job rating was .93. The above results indicated the participants perceived the manipulations of employment status and ideal person characteristics as intended. The results also confirmed the four items forming the composite job rating had a high degree of internal consistency In statistics and research, internal consistency is a measure based on the correlations between different items on the same test (or the same subscale on a larger test). It measures whether several items that propose to measure the same general construct produce similar scores. . Accordingly, the instruments were adopted for use in the actual study without further modification. Results Randomly selected business professionals (N = 136) role played as applicants for a community college business faculty position and completed the research instruments. In the actual study, the computed coefficient alpha for the composite job rating ([Alpha] = .91) exceeded the minimum ([Alpha] = .60) recommended by Nunnally (1967) for use of a composite score in statistical analysis. The data were submitted to a three-way univariate univariate adjective Determined, produced, or caused by only one variable analysis of variance. The cell means and standard deviations In statistics, the average amount a number varies from the average number in a series of numbers. (statistics) standard deviation - (SD) A measure of the range of values in a set of numbers. derived from this analysis are in Table 2.
Table 2
Summary of Cell Means and Standard Deviations
Employment Status
Part-Time Full-Time
Person Char. Person Char.
Business Teaching Business Teaching
Gender
Male
M 12.12 10.06 10.76 9.12
SD 3.31 4.03 3.80 3.62
Female
M 12.00 12.29 10.76 9.65
SD 4.03 3.60 4.29 3.44
Note. Means and standard deviations are based on four-item additive
composite scores. Coefficient alpha = .91
n = 17
N = 136
The ANOVA results are in Table 3. The ANOVA detected a significant main effect for employment status: F(1, 135) = 5.51, p [is less than] .02. The participants rated part-time positions (M = 11.62) more favorably fa·vor·a·ble adj. 1. Advantageous; helpful: favorable winds. 2. Encouraging; propitious: a favorable diagnosis. 3. than full-time positions (M = 10.07). Person characteristics and participant gender were not statistically significant. Table 3 Analysis of Variance for Job Rating by Employment Status, Person Characteristics, and Applicant Gender Source df SS MS F Empl. Status (ES) 1 81.07 81.06 5.51(*) Person Char. (PC) 1 43.60 43.60 2.96 Gender (G) 1 14.89 14.89 1.01 ES X PC 1 2.13 2.13 .14 ES X G 1 5.36 5.36 .36 PC X G 1 17.65 17.65 1.20 ES X PC X G 1 7.07 7.07 .48 Error 128 1,884.00 14.72 Total 135 2,055.77 Coefficient alpha = .91 n = 17 N = 136 (*) p 12 < .05 Discussion A major objective of personnel recruitment is to identify groups of potential applicants for position vacancies who are qualified for the job and develop recruitment programs that are effective in attracting the individuals identified. The results of this study demonstrate that community college business departments can address their staffing needs by targeting business professionals completing the MBA degree. The findings of this study inform recruitment practice by revealing the nature and degree of business professional attraction to community college faculty positions. The study results also have implications for future research. Recruitment Practice The results of this study provide evidence that business professionals with an MBA degree are a promising pool of potential applicants for faculty vacancies in business departments at community colleges. The four-item composite scale had a potential range of 4-20. The mean job rating rendered by the 136 participants was 10.8, which approached the midpoint mid·point n. 1. Mathematics The point of a line segment or curvilinear arc that divides it into two parts of the same length. 2. A position midway between two extremes. for the composite scale. This information suggests the participants had at least moderate interest in a community college faculty position. For a variety of reasons including budget constraints (Gappa & Leslie, 1993), community colleges hire large numbers of part-time faculty. The participants in this study rated part-time positions significantly higher than full-time positions, which suggests community college recruiters might well locate favorably disposed dis·pose v. dis·posed, dis·pos·ing, dis·pos·es v.tr. 1. To place or set in a particular order; arrange. 2. job candidates among pools of business professionals completing their MBA degrees. In addition to their potential attraction to a community college position, individuals similar to the study participants have the two essential job qualifications: business experience and the MBA degree. Recruiters can also emphasize both the business application and teaching aspects of the job. Mean ratings of jobs emphasizing ideal candidates possessing one of these traits were not significantly different. Also, gender was not significant, suggesting recruiters can use recruitment processes that are standardized across genders, which is less expensive than using recruitment messages differentiated by gender. Future Research The applicant model (Rynes & Barber, 1990) used to frame this study was helpful in identifying independent variables (part-time versus full-time appointment) that affect applicant reactions to jobs described in a recruitment medium. Future applications of this model can be made to investigate additional organizational characteristics such as geographical location and enrollment size. Additional vacancy characteristics that merit study include salary and fringe benefits fringe benefits, n.pl the benefits, other than wages or salary, provided by an employer for employees (e.g., health insurance, vacation time, disability income). . Research involving other regions of the country, other academic disciplines, and administrative positions are also needed. Finally, given the preference for part-time employment discovered in this study, researchers should address factors associated with part-time faculty status. Future studies should explore the impact of offering job applicants such services as new professor orientation, office space, e-mail, and voice mail. There are costs associated with offering such services, but more effective and cost-efficient recruitment of part-time personnel might well offset the cost of additional services. Conclusion Recruitment is a challenging and competitive task for community colleges. Only by hiring quality faculty can the integrity of a college's academic programs be maintained. Because community colleges make such extensive use of part-time personnel, knowledge is needed about recruiting both part-time and full-time faculty. Despite the importance of recruitment in this era of heavy faculty retirements, there is little empirical research Noun 1. empirical research - an empirical search for knowledge inquiry, research, enquiry - a search for knowledge; "their pottery deserves more research than it has received" about the topic. This study represents an attempt to fill this research void. It is hoped that the design and findings from this study will create interest in performing additional recruitment research about both academic and administrative personnel. Applying the findings of this and future recruitment investigations is one way of assisting community colleges in acquiring the human capital needed to achieve excellence in their academic and administrative programs. References Barber, A. E. (1998). Recruiting employees: Individual and organizational perspectives. Thousand Oaks Thousand Oaks, residential city (1990 pop. 104,352), Ventura co., S Calif., in a farm area; inc. 1964. Avocados, citrus, vegetables, strawberries, and nursery products are grown. , CA: Sage. Campbell, D. T., & Stanley, J. C. (1963). Experimental and quasi-experimental designs for research. Chicago: McNally. Cohen, J. (1988). Statistical power analysis for the behavioral sciences behavioral sciences, n.pl those sciences devoted to the study of human and animal behavior. (2nd ed.). Hillsdale, NJ: Lawrence Erlbaum Associates. Commission on the Future of Community Colleges (1988). Building Communities: A vision for a new century. Washington, DC: American Association American Association refers to one of the following professional baseball leagues:
Gabert, G. (1994). Human resource management in the community college. In G. A. Baker III (Ed.), A handbook
This article is about reference works. For the subnotebook computer, see .
1 City (1990 pop. 26,265), Johnson co., central Ind.; settled 1822, inc. as a city 1960. A residential suburb of Indianapolis, Greenwood is in a retail shopping area. Manufactures include motor vehicle parts and metal products. . Gappa, J. M., & Leslie, D. W. (1993). The invisible faculty. San Francisco San Francisco (săn frănsĭs`kō), city (1990 pop. 723,959), coextensive with San Francisco co., W Calif., on the tip of a peninsula between the Pacific Ocean and San Francisco Bay, which are connected by the strait known as the Golden : Jossey-Bass. Gibson-Benninger, B. S,, & Ratcliff, J. L. (1996). Getting and keeping the best faculty for the 21st-century community college. Community College Journal of Research and Practice, 20, 151-167. Heneman, H. G., III, Judge, T. A., & Heneman, R. L. (2000). Staffing organizations (3rd ed.). Middleton, WI: Mendota House. Higgins, C. S., Hawthorne, E. M., Cape, J. A., & Bell, L. (1994). The successful community college instructor: A profile for recruitment. Community College Review, 21(4), 27-36. Lawhon, T., & Ennis, D. L. (1995). Recruiting and selecting community college faculty. Community College Journal of Research and Practice, 19, 349-359. London, H. B. (1989). In between: The community college teachers. In J. L. Ratcliff (Ed.), ASHE Reader on Community College (pp. 247-253). Needham Heights, MA: Ginn. Nunnally, J. C. (1967). Psychometric psy·cho·met·rics n. (used with a sing. verb) The branch of psychology that deals with the design, administration, and interpretation of quantitative tests for the measurement of psychological variables such as intelligence, aptitude, and theory. New York New York, state, United States New York, Middle Atlantic state of the United States. It is bordered by Vermont, Massachusetts, Connecticut, and the Atlantic Ocean (E), New Jersey and Pennsylvania (S), Lakes Erie and Ontario and the Canadian province of : McGraw-Hill. Rebore, R. W. (1995). Personnel administration in education: A management approach. Englewood Cliffs, NJ: Prentice Hall Prentice Hall is a leading educational publisher. It is an imprint of Pearson Education, Inc., based in Upper Saddle River, New Jersey, USA. Prentice Hall publishes print and digital content for the 6-12 and higher education market. History In 1913, law professor Dr. . Roueche, J. E., Roueche, S. D., & Milliron, M. D. (1996). In the company of strangers: Addressing the utilization and integration of part-time faculty in American community colleges. Community College Journal of Research and Practice, 20, 105-117. Rynes, S. L. (1991). Recruitment, job choice, and post-hire consequences: A call for new research directions. In M. D. Dunnette & L. Hough n. 1. Same as Hock, a joint. v. t. 1. Same as Hock, to hamstring. [ imp. & p. p. os> r>; p. pr. & vb. n. os> n. 1. An adz; a hoe. v. t. 1. To cut with a hoe. (Eds.), Handbook of Industrial and Organizational Psychology Industrial and organizational psychology (also known as I/O psychology, work psychology, work and organizational psychology, W-O psychology, occupational psychology, personnel psychology or talent assessment (2nd ed.), (Vol. 3, pp. 399-444). Palo Alto Palo Alto, city, California Palo Alto (păl`ō ăl`tō), city (1990 pop. 55,900), Santa Clara co., W Calif.; inc. 1894. Although primarily residential, Palo Alto has aerospace, electronics, and advanced research industries. , CA: Consulting Psychologist psy·chol·o·gist n. A person trained and educated to perform psychological research, testing, and therapy. psychologist Press. Rynes, S. L., & Barber, A. E. (1990). Applicant attraction strategies: An organizational perspective. Academy of Management Review, 15, 286-310. Taris, T. W., & Bok, I. A. (1998). On gender specificity of person characteristics in personnel advertisements: A study among future applicants. The Journal of Psychology, 132, 593-610. U. S. Department of Education (2000). Fall staff in postsecondary institutions (NECS NECS New England Centenarian Study NECS Navy Embedded Computer System 2000-164). Washington, DC: U. S. Department of Education. Winter, P. A., & Kjorlien, C. L. (2000). Community college faculty recruitment: Predictors of applicant attraction to faculty positions. Community College Review, 28, 23-37. Young, I. P., Rinehart, J. S., & Heneman, H. G. III (1993). Effects of job attribute categories, applicant job experience, and recruiter sex on applicant job attractiveness ratings. Journal of Personnel Evaluation in Education, 7, 55-66. Appendix Simulated Recruitment Advertisement (Part-Time, Business) COMMUNITY COLLEGE BUSINESS TEACHING POSITIONS AVAILABLE GENERAL INFORMATION: The (name of state) State Colleges and Universities (MSCU MSCU Mutual Security Credit Union ) invites applications for open community college faculty positions within the system's business departments. MSCU has responsibility for 10 nationally accredited accredited recognition by an appropriate authority that the performance of a particular institution has satisfied a prestated set of criteria. accredited herds cattle herds which have achieved a low level of reactors to, e.g. two-year community colleges recognized in this region for their excellence in delivering comprehensive postsecondary educational experiences. Serving a student body of more than ! 12,000 students, MSCU delivers college curricula across a wide array of academic disciplines including business administration and business technology. The community college business programs prepare graduates for careers in such business areas as: accounting, finance, marketing, advertising and promotion, general management, human resources, economics, consumer research, and computer science/business technology. ABOUT THE JOB: Position requirements include teaching business courses, advising students in the business department, and participating in education and training programs for area businesses. Currently, part-time faculty positions are open in all business specialties. MSCU part-time community college faculty teach one evening or weekend course. The available part-time positions require 10 hours per week to fulfill ful·fill also ful·fil tr.v. ful·filled, ful·fill·ing, ful·fills also ful·fils 1. To bring into actuality; effect: fulfilled their promises. 2. position responsibilities. IDEAL CANDIDATE: The ideal candidates are business professionals who wish to bring their business skills to the classroom. It is a priority of MSCU to recruit faculty who can share their real-life business talents with MSCU's business students. APPLICATION PROCEDURES: Applications will undergo review by the search committee, with the review beginning in 30 days and continuing until the position is filled. To apply for the position, please send a letter of application, a professional resume, official transcripts, and three letters of recommendation to: Dr. E. E. Stone, Director of Community College Business Programs, Department of Business, (name of state) State Colleges and Universities, C/O c/o abbr. care of c/o 1. care of 2. Book-keeping carried over c/o abbr (= care of) → c/a, a/c Community College Times, Employment Services Department, P. O. Box #501, Washington, DC 20200. Simulated Recruitment Advertisement (Full-Time, Teaching) COMMUNITY COLLEGE BUSINESS TEACHING POSITIONS AVAILABLE GENERAL INFORMATION: The (state name) State Colleges and Universities (MSCU) invites applications for open community college faculty positions within the system's business departments. MSCU has responsibility for 10 nationally accredited two-year community colleges recognized in this region for their excellence in delivering comprehensive postsecondary educational experiences. Serving a student body of more than 112,000 students, MSCU delivers college curricula across a wide array of academic disciplines including business administration and business technology. The community college business programs prepare graduates for careers in such business areas as: accounting, finance, marketing, advertising and promotion, general management, human resources, economics, consumer research, and computer science/business technology. ABOUT THE JOB: Position requirements include teaching business courses, advising students in the business department, and participating in education and training programs for area businesses. Currently, full-time faculty positions are open in all business specialties. MSCU full-time faculty teach four 4-credit hour business courses per semester se·mes·ter n. One of two divisions of 15 to 18 weeks each of an academic year. [German, from Latin (cursus) s . The available full-time positions require a minimum of 40 hours per week to fulfill position responsibilities. IDEAL CANDIDATE: The ideal candidates are individuals who have the desire to become outstanding teachers. It is a priority of MSCU to recruit faculty who have the ability to be effective classroom instructors. APPLICATION PROCEDURES: Applications will undergo review by the search committee, with the review beginning in 30 days and continuing until the position is filled. To apply for the position, please send a letter of application, a professional resume, official transcripts, and three letters of recommendation to: Dr. E. E. Stone, Director of Community College Business Programs, Department of Business, (name of state) State Colleges and Universities, C/O Community College Times, Employment Services Department, P. O. Box #501, Washington, DC 20200. Paul A. Winter is a professor in the Department of Administration and Higher Education, School of Education, at the University of Louisville See also
1. ^ [1] 2. ^ [2] URL accessed on June 8 2006 3. in Louisville, Kentucky  “Louisville” redirects here. For other uses, see Louisville (disambiguation). . winter@louisville.edu Chad Chad (chăd, chäd), Fr. Tchad, officially Republic of Chad, republic (2005 est. pop. 9,826,000), 495,752 sq mi (1,284,000 sq km), N central Africa. L. Kjorlien is a doctoral candidate in the Department of Administration and Higher Education at the University of Louisville in Louisville, Kentucky. ckjor@louisville.edu |
|
||||||||||||||||||||
Printer friendly
Cite/link
Email
Feedback
Reader Opinion