The academic leadership framework: A guide for systematic assessment and improvement of academic administrative work

Abstract

Universities, particularly those in the United States, administer their operations through a multitude of disparate, siloed initiatives and processes. Approaches toward academic administrative leadership deserve a more concentrated focus. We propose a simple framework to provide a structure for the evaluation and improvement of administrative processes within a university. Based on an analysis of the literature on academic administration, and input from participants in academic leadership programs at Ohio State University, the proposed framework seeks to create a structure to harmonize administrative work across the university, afford consistency while allowing for unit-specific adjustments, and offer a basis for defining and measuring ongoing improvement. The framework is organized in six domains of competence, with their respective competencies, which enables administrators to talk about their work using a common language. The framework is contrasted with other approaches to the evaluation of academic administrative work and some general conclusions about it uses are drawn.

Predicting positive and negative behaviors at the workplace: Insights from multi‐faceted perceptions and attitudes

“…They try to understand the behavior and the factors that cause the occurrence of the oddities of behavior due physical and social work environment (Ahmad & Begum, 2020;Cesário & Chambel, 2017). On this basis, studies in the field of organizational behavior have focused a great deal in recent times on how to predict behavior in the workplace, in addition to the most important organizational and circumstantial factors that may positively or negatively affect that behavior (AL-Abrrow et al, 2021;Kumar, 2022;Niewiesk & Garrity-Rokous, 2021). Resultantly, there is a need to develop diverse methodological approaches to explore factors that predict behavior in diverse working conditions and contexts (Abdullah et al, 2021;Momeni & Hayavi, 2017).…”

The Academic Leadership Framework for Chairs

“…These examples and concepts illustrate a structured approach that chairs can use to identify useful content for their administrative work. We provide the theoretical background and a more thorough description of the Academic Leadership Framework in our recent publication (Niewiesk and Garrity‐Rokous 2021) and conference materials (Niewiesk and Garrity‐Rokous 2022). More how‐to instructions for individual topics can be found in our toolkit and in our evaluation and assessment document (please email Stefan at niewiesk.1@osu.edu for a copy).…”

Person‐organization fit and turnover intention: The mediating role of need‐supply fit and demand‐ability fit

“…Irrespective of the conceptualization and measurement, the person‐organization fit is a determinant affecting employees' attitudes and behaviors. Person‐organization fit theory and literature suggest that employees' behaviors and attitudes are the results of congruence between person and organizations goals and values (Jin et al., 2018; Kasekende et al., 2022; Niewiesk & Garrity‐Rokous, 2021; Saufi et al., 2020). The ASA model explains that employees prefer to work and stay with organizations that match their characteristics (Chen & Tang, 2022; Schneider, 1987).…”