In Consideration of an Integrated Knowledge Base in Gerontology

Ewald, Paul D.

doi:10.1080/0360127930190208

Cited by 2 publications

(1 citation statement)

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“…Based upon an unpublished survey of the literature on gerontology centers by the author of this document , the function of gerontology centers most often mentioned in the literature about gerontology centers is curriculum and instruction (Romaniuk, 1984;Lawson, 1986;Puglisi, 1987;Ashton, 1988;Bolton, 1989;Rothman, 1989;Martin, 1991;Batsche & Moneson, 1993;Brower & Yurchuck, 1993;Ewald, 1993;Kroft, 1993;Wendt & Peterson, 1993a & b;Ewald, 1993, Newbern, 1994Clark, 1994;Friedsam, 1995;Greaves, et. al., 1995;Luckie, 1996;Mazzoni, 1997).…”

Section: Functions and Organizational Goals Of Gerontology Centersmentioning

confidence: 99%

Domains of organizational effectiveness of gerontology centers in higher education

Nichols¹

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This is an exploratory study that focuses on organizational effectiveness of gerontology centers and institutes at American universities. The study was modeled after studies of organizational effectiveness in higher education by Kim Cameron of Brigham Young University. The study identifies six domains of effectiveness that are important to gerontology centers and the structural and functional models and characteristics of gerontology centers that may predict the domain in which it is effective. The target population of the study was dominant coalition members of 87 gerontology centers, namely, administrators and faculty members who have the most influence on policy, direction, and performance. Gerontology center directors were asked to fill out a two-part questionnaire that included structural and functional characteristics of their center (Part A) and rankings of organizational effectiveness (Part B). Part B of the questionnaire was also completed by faculty and administrators associated with each center. A factor analysis was used on the rankings of effectiveness (Part B) to determine domains of effectiveness. A median analysis was used to determine which centers were effective in each domain. Finally, single and multiple regression analysis was used to determine the structural and functional models and significant characteristics of centers that may predict the domain of effectiveness. This study identified six domains of organizational effectiveness of gerontology centers: non-academic and community openness, career goal satisfaction of students, staff and faculty, resource acquisition, organizational health, faculty and staff job satisfaction, and quality faculty. The predictor models for each domain include: non-academic-demographics, organizational goals, and organizational mission; career goal satisfaction-financial indicators; resource acquisition-organizational structure and financial indicators; organizational health-none; faculty and staff job satisfaction-organizational goals and organizational mission; and quality faculty-organizational goals and organizational activities. Description of centers effective in each domain, based on the significant predictor characteristics, are included.

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