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An analysis of differences in facult...

Ogun, Johnson.

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An analysis of differences in faculty compensation by geographic region, state, and the existence of collective bargaining at AASCU institutions in the United States.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	An analysis of differences in faculty compensation by geographic region, state, and the existence of collective bargaining at AASCU institutions in the United States./
作者:	Ogun, Johnson.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2016,
面頁冊數:	161 p.
附註:	Source: Dissertation Abstracts International, Volume: 77-10(E), Section: A.
Contained By:	Dissertation Abstracts International77-10A(E).
標題:	Educational administration. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10127875
ISBN:	9781339859071

An analysis of differences in faculty compensation by geographic region, state, and the existence of collective bargaining at AASCU institutions in the United States.
Ogun, Johnson.

An analysis of differences in faculty compensation by geographic region, state, and the existence of collective bargaining at AASCU institutions in the United States. - Ann Arbor : ProQuest Dissertations & Theses, 2016 - 161 p.

Source: Dissertation Abstracts International, Volume: 77-10(E), Section: A.

Thesis (Ed.D.)--The University of Alabama, 2016.

This item is not available from ProQuest Dissertations & Theses.

This study detailed full-time faculty salary and fringe benefits in U.S. AASCU institutions by geographic type. The modified version of the 2010 Carnegie Basic Classification of Master's Colleges and Universities was used to reclassify the three classifications: larger, medium, and smaller programs into seven geographic types. The National Center for Education Statistic Integrated Postsecondary Education System (IPEDS) for the 2010-2011 academic year was the source of the data used. Also, analysis of salaries and fringe benefits grouped states by the presence and non-presence of collective bargaining.

ISBN: 9781339859071Subjects--Topical Terms:

2122799
Educational administration.

An analysis of differences in faculty compensation by geographic region, state, and the existence of collective bargaining at AASCU institutions in the United States.
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245 1 3 $a An analysis of differences in faculty compensation by geographic region, state, and the existence of collective bargaining at AASCU institutions in the United States.
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300 $a 161 p.
500 $a Source: Dissertation Abstracts International, Volume: 77-10(E), Section: A.
500 $a Adviser: Stephen G. Katsinas.
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506 $a This item is not available from ProQuest Dissertations & Theses.
520 $a This study detailed full-time faculty salary and fringe benefits in U.S. AASCU institutions by geographic type. The modified version of the 2010 Carnegie Basic Classification of Master's Colleges and Universities was used to reclassify the three classifications: larger, medium, and smaller programs into seven geographic types. The National Center for Education Statistic Integrated Postsecondary Education System (IPEDS) for the 2010-2011 academic year was the source of the data used. Also, analysis of salaries and fringe benefits grouped states by the presence and non-presence of collective bargaining.
520 $a There is a revelation of significant differences in the compensation for full-time faculty based on geographic type of a public access university. The national salary average was $93,269 while the salary average of faculty at rural medium public access university was $77,844. Average salary earned by faculty at institutions with presence of collective bargaining is higher than in institutions without the presence of collective bargaining.
520 $a Included in this study are recommendations for further research that include the following: 1) adoption of Katsinas' 2015 Modified Carnegie Basic Classification for Master's Colleges and Universities; 2) study the faculty contribution to fringe benefits and how they have changed over the years; and 3) study geographically based differences in faculty compensation based on the differences in cost of living. Strategies for recruitment and retain faculty was also recommended.
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