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Register a new userOrganizational Justice of the Academic Chairpersons at the Jordanian Public Universities and its Relationship to Organizational Loyalty of the Faculty Members
درجة العدالة التنظيمية لدى رؤساء الأقسام الأكاديمية في الجامعات الأردنية الرسمية و علاقتها بالولاء التنظيمي لأعضاء الهيئات التدريسية فيها
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هدفت الدراسة تعرف مستوى العدالة التنظيمية لدى رؤساء الأقسام الأكاديميـة فـي الجامعات الأردنية الرسمية و بيان علاقته بالولاء التنظيمي لـدى أعضـاء الهيئـات التدريسية. تكون مجتمع الدراسة من جميع أعضاء الهيئات التدريسية الأردنيين المتفرغين، مـن حملة درجة الدكتوراه، في الجامعات الأردنية الرسمية، و عددهم (2905) أعضاء، في حين شملت عينة الدراسة التي تم اختيارها بطريقة طبقية عشوائية (450) عضو هيئة تدريس.
The purpose of this study was to examine the organizational justice of the Academic Chairpersons at the Jordanian Public Universities and its relationship to organizational loyalty of the faculty members. The population of the study consisted of all 2905 Jordanian teaching faculty members, appointed on full-time basis at the Jordanian public universities, whereas the sample of the study consisted of 450 members selected by using the stratified random technique
References used
بطاح، أحمد، ( 1996 ). "تحديد مهام رؤساء الأقسام"، ورقة عمل منشورة في: تقرير أنشطة ورشة عمل تحديد مهام رؤساء الأقسام، مسقط، جامعة السلطان قابوس، كلية التربية والعلوم الإسلامية.
حمد، محمد حرب، ( 2001 )، الإدارة الجامعية، احتياجات التطوير المهني والإداري لرؤساء الأقسام الأكاديمية في الجامعات، عمان: دار اليازوري.
القطاونة، نشأت أحمد ( 2003 ). تأثير العدالة التنظيمية في الولاء التنظيمي، (رسالة ماجستير غير منشورة)، جامعة مؤتة، الكرك، الأردن.
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The Purpose of this study was to examine the Job Performance of
the faculty staff at the Jordanian public universities. The sample of the
study (n. 77) was randomly selected. A questionnaire of the Job
Performance was developed by the researcher a
s a measurement
instrument. The results of the study indicated that the degree of the Job
Performance among the participants was high (3.78).
In light of the results, it was recommended that public universities
should identify their faculty staff needs and work harder to meet these
needs. Public universities should also have an open organizational
climate to motivate the faculty staff. Additionally, it was recommended
that material, as well as immaterial, incentives be awarded by their
institutions as such incentives positively impact the Job Performance.
The purpose of the study was to identify the perceptions of faculty
members at the Jordanian universities of their academic freedom, and to
investigate its relationship with research output. The study population
consisted of all 4789 faculty membe
rs at the Jordanian universities, while
the sample consisted of 510 faculty members. Data gathering were done
by a questionnaire to identify perceptions held by faculty members
regarding their academic freedom.
This study aims at investigating the organizational commitment to
job satisfaction of the teaching staff at Jordanian private Universities. It
attempts to answer the following questions:
1. What is the level of the organizational commitment with i
ts:
(continuous, affective and normative) dimensions?
2. Is there any statistical significant difference (α =0.05) between the
affective, continuous and normative dimensions and job satisfaction of
teaching staff at Jordanian private Universities?
This study discusses the effect of relationship conflict in the
organizational commitment of the academic staff at Tishreen
University and, accordingly, this research aims to determine the
degree of influence of relationship conflict in the organi
zational
commitment level, Determine the effect of demographic variables
(gender, experience, age) in the relationship conflict among them.
The researcher adopted the descriptive analytical approach in
conducting the search. The sample consisted of search (290) of
Members of the academic staff at the University of Tishreen.
This study aims to evaluate the faculty members’ satisfaction’s (270
faculty members) on the campus climate at academic and applied
universities in Jordan as perceived by faculty members. Also, it aims to
investigate the effect of gender, academic
rank, and experience factors in
evaluating campus climate.
By using an arithmetic mean, standard deviation, ANOVA, and t-test
to investigate the indication of the study sample response, the study
concludes that evaluation of campus climate at academic and applied
universities as perceived by faculty members is, in general, medium.
Faculty members were more satisfied in applied campus climate than
academic climate.
Based on the t-test analysis, differences in campus climate were
found for academic rank, experience in higher education. But there were
no differences for gender. Finally implications for practice are provided
for higher education institutions to improve campus climate.
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