No abstract

In an exploratory study, the current research applies the ecosystem concept to frame and understand the academic context and faculty experiences. Cluster analysis and follow-up hypothesis testing provide a compelling and consistent pattern of findings confirming that the nature of the ecosystem varies, with faculty experiences differing across clusters. As part of an ADVANCE-IT grant, full-time faculty at a small, private, comprehensive university were invited to complete a survey on work experiences, with 137 complete responses. To discern the nature of the ecosystem, a cluster analysis examined six elements reflecting the quality of the context: role clarity, research valued, minority respect, communication, conflict management and empowerment. Results revealed five types of work experiences ranging from very good (Vested) to quite challenging (Fringe). Three groups in-between had mixed experiences (Team Players, Disenfranchised, and Free Spirits). The Vested group found their work to be empowering, clear, with a good communication network, and with conflict well managed. In contrast, the Fringe group felt disempowered and found the work climate to be more negative and ambiguous. Subsequent analyses confirmed that women and faculty of lower rank were over-represented in the Fringe group and under-represented among the Vested. Faculty outcomes of job satisfaction, intention to leave and work-life interactions varied predictably across clusters: Better outcomes accrued to Vested compared to Fringe, with other groups falling between them. To improve the ecosystem for all, policies should particularly attend to the Fringe group experiences, with the goal of cultivating an ecosystem that is more uniformly positive and supportive.