Baldridge, Cutis, Ecker, and Riley (1978) posit that differences in academic rewards for men and women faculty are largely due to differences in the type of employing institution, with males being employed in more prestigious institutions than females. To examine their hypothesis that sex differences do not exist in a single type of institution, we construct four regression models, one each for the rewards of type of appointment, tenure, rank, and salary. Twenty-three background characteristics including sex, work activities, and productivity variables are used as predictors. Reward variables which theoretically precede in time the reward being analyzed are also included as predictors of that reward. Data were collected from personnel files, institutional records, interviews with administrators, and faculty questionnaires. The analyses produced four strong but heterogeneous models of faculty rewards. Thus, there is no single academic reward structure; rather, four different reward structures exist. The heterogeneity of variables within the models demonstrates the need to develop multi-level, multi-trait models of rewards drawing from social, psychological, group, and organizational characteristics. Of the four rewards, only salary differs by sex; thus, our findings partially support Baldridge and associates' hypothesis. Males are paid significantly more than their female counterparts. Male and female salary models differ, with males being more likely to receive rewards for achieved characteristics than females.
At a midwestem regional public university of nearly 20,000 students, all 5 academic deans and 32 chairpersons were interviewed on their perceptions of the appropriate workstyles for their colleges and departments respectively. In addition, a questionnaire about actual and ideal workstyles was completed in fall 1980 by 503 faculty members, 69 percent of those who had been employed more than half-time the previous spring semester. Eight distinctive workstyles were constructed by amplifying or diminishing each of the three key roles of teaching, research, and service.More than half of the faculty members failed to show congruence between their ideal and their actual workstyle. Log-linear analysis revealed that congruency of ideal and actual workstyle was associated with the perception that workstyle results in tenure but not with the perceptions that workstyle results in promotion or that it results in merit salary increase. Although the majority of the faculty members' ideal workstyle was teacher-researcher and they thought that this workstyle would result in tenure, the faculty members were overwhelmingly teachers. Length of employment had a stronger effect on workstyle congruence than did tenure status. Congruency of workstyle was also affected by peers' actual workstyles as self-reported and, to a lesser extent, by chairperson's perception of appropriate workstyle for their department and by dean's perception of appropriate workstyle for their college. When all variables were combined, congruence in workstyle was most affected by peers' actual workstyle, perception that workstyle leads to tenure, chairperson's goal of the appropriate workstyle for the department, and dean's goal of the appropriate workstyle for the college. (68 reftDepartment of Sociology, Texas A & M Universip. 08 16-2 I/EAS A questionnaire on demographic and educational background and career history was sent to 177 individuals representing an 18 percent stratified random sample of chief business officers listed in the 1983 Cornmunip, Technicd, and Junior College Directov. A majority of the 108 chief business officers (CBO's) who responded were middle-aged white men. More than half entered their first CBO position with a graduate degree in hand, usually in business or education, and 68 percent of all CBO's currently held a graduate degree. Prior non-CBO career experience was held by about two-thirds of all CBO's. and nearly two-thirds of the incumbent CBO's entered their current position from outside their present institution. Overall, the CBO's were an occupationally stable group: more than 80 percent were in their first CBO role with an average of eight years on the job. ( I 1 ref)-Southwest Virginia Cornmunip College. Chief Business Officers: Who Are They? 08 17-2 I/GMT 3561 HIGHER EDUCATION ABSTRACTS ADMINISTRATION Faulwell, M. L., 8. Gordon, M . A. A Comparison of Males and Females in Higher Education Administration.A 1983 survey of the membership of the American Conference of Academic Deans, which was completed by about 90 percent of the ...
Working within the structural tradition of human ecology, we investigate the structural correlates of residential patterns. Specifically, we quantify the degree to which nine characteristics of census tracts within 38 U.S. cities fit the zonal, sectoral, and multiple nuclei models of urban residential structure. We then regress each of these quantified patterns on a set of 14 structural variables that are descriptive of cities. We find that a zonal pattern is positively related to the relative economic power of the city and negatively related to a measure of quality of life in the city. Sectoral patterns are related to the number of radial roads, the size of the minority population, and the land area of the city. It has a negative relationship to the number of circular highways. Nucleation is shown to be positively related to the size of the foreign born population, the number of communities, and the land area. Nucleation is negatively related to the population of the cities. ί he present research is an analysis of the correlates of urban residential structure. This research is rooted in the structural tradition of human ecology which concerns itself with both social and spatial relationships. Park (1926:17) notes the relationship between spatial structure and social characteristics:It is because social relations are so frequently and so inevitably correlated with spatial relations; because physical distances, so frequently are, or seem to be, the indexes of social distances, that statistics have any significance whatever for sociology.
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