Department chairs’ perceptions of union membership on academic human resource decision-making

Leigh Settlemoir Dzwik, Sunyoung Park
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Abstract

Purpose

The purpose of this study is to explore unionization’s impact on university department chairs for academic human resource decision-making in terms of faculty hiring; re-employment, promotion and tenure; other faculty evaluation decisions; and discipline and discharge.

Design/methodology/approach

The subjects were department chairs with more than one year of experience in institutions with faculty bargaining units in the USA. Half of the department chairs were members of the bargaining unit and half were not members of the bargaining unit. T-test and Chi square statistics were used to examine and compare 136 chair responses.

Findings

While there were significant differences between the groups when making all academic human resource decisions based on role affiliation, there was a weak identification as a bargaining unit member. There was no difference between groups when determining how the participants perceived the process rules, and the majority of the responses indicated membership in the union does not complicate making academic human resource decisions.

Originality/value

Based on these findings, this study provides the first empirical evidence against a long-held administrative belief department chairs should not be unionized as they will side with union colleagues in difficult academic human resource cases. The findings of this study also produce three key recommendations for practice and faculty development.

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系主任对加入工会对学术人力资源决策的影响的看法
本研究旨在探讨工会化对大学系主任在学术人力资源决策方面的影响,包括教师聘用、续聘、晋升和终身教职;其他教师评估决策;以及处分和解聘。半数系主任是谈判单位成员,半数不是谈判单位成员。研究结果虽然在根据角色归属做出所有学术人力资源决策时,两组之间存在显著差异,但作为谈判单位成员的认同感较弱。在确定参与者如何看待程序规则时,各组之间没有差异,大多数人的回答表明,加入工会并不会使学术人力资源决策复杂化。原创性/价值基于这些发现,本研究首次提供了实证证据,反驳了长期以来行政部门认为系主任不应加入工会的观点,因为他们会在困难的学术人力资源案例中站在工会同事一边。研究结果还为实践和教师发展提出了三项重要建议。
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来源期刊
CiteScore
5.10
自引率
13.60%
发文量
53
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