Đang tải... (xem toàn văn)
PERSONAL PROFILES OF THE ACADEMIC STAFFS AS PREDICTORS OF PROFESSIONAL CHARACTERISTICS: BASIS FOR STAFF DEVELOPMENT PROGRAM
PERSONAL PROFILES OF THE ACADEMIC STAFFS AS PREDICTORS OF PROFESSIONAL CHARACTERISTICS: BASIS FOR STAFF DEVELOPMENT PROGRAM A Dissertation Presented to the Faculty of International Graduate School Southern Luzon State University, Lucban, Quezon, Philippines In Collaboration with Thai Nguyen University, Socialist Republic of Vietnam In Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy in Education Management LAI VAN CHINH – (TERRY) April, 2014 i APPROVAL SHEET The Dissertation of LAI VAN CHINH entitled PERSONAL PROFILES OF THE ACADEMIC STAFFS AS PREDICTORS OF PROFESSIONAL CHARACTERISTICS: BASIS FOR STAFF DEVELOPMENT PROGRAM Submitted in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in Educational Management In the Graduate School Southern Luzon State University, Republic of the Philippines in collaboration with Thai Nguyen University, Socialist Republic of Vietnam has been approved by the Committee _____________________ ______________________ Member Member ______________________ ______________________ ______________________ Chairman DR. CONRADO ABRAHAM DR. APOLONIA A. ESPINOSA Adviser Dean, Graduate School Accepted in partial fulfillment of the requirements for the degree Doctor of Philosophy in Educational Management WALBERTO MACARANAN, Ed. D Vice President, Academic Affairs _____________________ Date ii ACKNOWLEDGMENT The researcher wishes to extend his most sincere gratitude to the following people, who in one way or another, made this piece of work a reality: Dr. Cecilia N. Gascon, President of Southern Luzon State University, Republic of the Philippines, who made possible the linkage with Thai Nguyen University and the offering of Doctor of Philosophy in Educational Management, through the ITC-TUAF; Dr. Dang Kim Vui, President of Thai Nguyen University, who developed the linkage with Southern Luzon State University, Republic of the Philippines and the offering of Doctor of Philosophy in Educational Management, through the ITC-TUAF; Dr. Conrado Abraham, his research adviser, for his support and supervision throughout his graduate study program. His advice and support during the conduct of his study has greatly helped him a lot; Prof. Nordelina Ilano, Director, Office for International Affairs of SLSU for her outright assistance to the Ph.D. students; Dr. Tran Thanh Van, the Dean of the Graduate School of Thai Nguyen University, for his assistance and encouragement to pursue this study; Dr. Dang Xuan Binh, the Director of International Training Center, for his indefatigable effort to encourage the Ph.D. students to pursue this study; To all the SLSU and TNU Professors, who unselfishly shared their time and knowledge throughout the graduate studies in Thai Nguyen University, Vietnam; Special thanks to his family and friends for their support, encouragement for being the sources of greatest inspiration, which made his career a success. Lai Van Chinh iii TABLE OF CONTENTS TITLE PAGE Page APPROVAL SHEET i ACKNOWLEDGMENT ii TABLE OF CONTENTS iii LIST OF TABLES v LIST OF FIGURES vii LIST OF APPENDIX viii ABSTRACT ix CHAPTER 1 INTRODUCTION…………………………………………………………… 1 Background of the Study 3 Objectives of the study 6 Hypothesis of the Study 6 Significance of the Study 7 Scope and Limitation of the Study 7 Definition of Terms 8 2 REVIEW OF RELATED LITERATURE. . . . . . . . . . . . . . . . . . . . . . . . . .12 Review of Related Literature 12 Reserch paradigm 30 3 METHODOLOGY……… … 32 Locale of the Study 32 Research Design 33 Respondents of the study 33 Research Instruments 33 iv Data Gathering Procedures 34 Statistical Treatment 34 4 RESULTS AND DISCUSSION 37 5 SUMMARY OF FINDINGS, CONCLUSIONS AND RECOMMENDATIONS 61 Summary 61 Findings 61 Conclusions 63 Recommendations 65 BIBLIOGRAPHY 66 APPENDIX 70 CURRICULUM VITAE 116 v LIST OF TABLES 1. Scale of values 2. Frequency and Percentage Distribution of the Respondents' Profile in Terms of Age 3. Frequency and Percentage Distribution of the Respondents' Profile in Terms of Gender 4. Frequency and Percentage Distribution of the Respondents' Profile in Terms of Civil status 5. Frequency and Percentage Distribution of the Respondents' Profile in Terms of Highest Education attainment 6. Frequency and Percentage Distribution of the Respondents' Profile in Terms of Length of service 7. Frequency and Percentage Distribution of the Respondents' Profile in Terms of Monthly income 8. Frequency and Average Weighted Mean of the Respondents' Profile in Terms of working attitude 9. Frequency and Average Weighted Mean of the Respondents' Profile in Terms of Mastery of the Subject Matter 10. Frequency Average Weighted Mean of the Respondents' Profile in Terms of Pedagogical Ability 11. Frequency and Average Weighted Mean of the Respondents' Profile in Terms of Scientific Research Ability 12. Average Weighted Mean Frequency and Percentage Distribution of the Respondents' Profile in Terms of Ability of supplying social services 13. Frequency and Average Weighted Mean of the Respondents' Profile in Terms of Ability of Ability of self-developing 14. Correlation of the professional characteristics in terms of age of respondents 15. Correlation of the Professional characteristics in terms of respondents’ Gender 16. Correlation of the Professional characteristics in terms of respondents’ civil status 17. Correlation of the Professional characteristics in terms of respondents’ Educational attainment 18. Correlation of the Professional characteristics of respondents in terms of length 36 38 39 39 40 41 41 42 44 45 46 47 48 49 50 50 51 vi of service 19. Correlation of the Professional characteristics of respondents in terms of Family income 20. Correlation between Age with Professional characteristics 21. Correlation between gender with Professional characteristics 22. Correlation between civil status with Professionals characteristics 23. Correlation between Educational attainment with professional characteristics 24. Correlation between length of service with professional characteristics 25. Correlation between family income with professional characteristics 52 52 53 53 54 55 55 56 vi LIST OF FIGURES 1. Research paradigm. 30 2. Location of Hong Duc university in Thanh Hoa Province 32 vi LIST OF APPENDIX Appendix Page A Correlation of the professional characteristics in terms of respondents (Multiple regressions and Chi – Square) 70 B Questionnaire for academic staff 108 Title: PERSONAL PROFILES OF THE ACADEMIC STAFF AS PREDICTORS OF PROFESSIONAL CHARACTERISTICS: BASIS FOR STAFF DEVELOPMENT PROGRAM Researcher: Lai Van Chinh Degree Doctor of Philosophy, Development Education Nam/ Address of the Institution Southern Luzon State University Graduate School Lucban, Quezon Date Completed April, 2014 Adviser Dr. Conrado Abraham ABSTRACT This study was conducted to determine the personal profiles of the academic staff as predictors of professional characteristics: Basis for staff development program of Hong Duc University. It is the main objective of this study to determine if the Personal Profiles is a predictor of Professional Characteristics of the Academic Staff of Hong Duc University. Specifically, this research work sought to find out the personal profiles of the academic staff of Hong Duc in terms of age, gender, civil status, .educational attainment, .length of service, ix and .family income; to determine the professional characteristics of the academic staff of Hong Duc University as perceived by the respondents in terms of working attitudes, mastery of the subject matter, pedagogical ability, ability to conduct scientific researches, ability to conduct extension services, ability of supplying social services, and ability to self- development. Furthermore, it was conducted to find out the significant differences between the perceptions of the respondents when grouped into profiles; identify which of the profile of the respondents predict professional characteristics of the academic staff of Hong Duc University; and to propose an enhancement program based from the results of the study. This study used the descriptive correlation design in analyzing the investigated variables. A total of 508 teachers from different department of Hong Duc university were requested to answer the questionnaire. They were randomly selected using the fish bowl technique. Weighted mean was utilized to describe the leadership styles of principals. Chi- square test was used to determine the significant relationship of the instructional variables and leadership styles of principals. Multiple regressions were used to find out the predictability of the influence of instructional variables to staff development program. The statistical analysis was done using the Statistical Package for Social Sciences (SPSS), now also known as Predictive analysis software. Based on the results of the study, the following were the findings: The frequency distribution of the respondents’ profile in terms of age, gender, and civil status show that that most of staff’ age in Hong Duc University including teaching and non-teaching were ranging from 31-40 years old in which catered 43.3 percent of the whole distribution and the lowest was from age ranging 21-30 years old with 23.2 percent. And there were age range that was near the retirement age which 56 and above that catered only 7.5 percent. While, in terms of gender, it shows that most of the Hong Duc University Staff were male which catered 42.5 percent of the whole distribution and female respondents catered the rest 57.5 percent in which a clear indication of the university professor in Hong Duc did not [...]... requirements for the higher education With this premise, it is in this context that there is a need to determine the personal profiles of the academic staff as predictors of professional characteristics which will serve as basis for the improvement of the quality of higher education and trainings Objectives of the Study It is the main objective of this study to determine if the Personal Profiles is a... predict professional characteristics of the academic staff of Hong Duc University 5 Propose staff development program based on the results of the study Hypotheses: 1 None of the profile of the respondents predict their professional characteristics 2 The perceptions of the respondents when grouped as to profile have no significant difference Significance of the Study 6 The researcher firmly believes that the. .. or informal, group or individualized Staff development It includes everything that is done to maintain and extend the knowledge and skills of staff so that they can contribute fully towards the achievement of goals of the University Academic staff development supports the personal and professional improvement of academic staff, as well as the organisational development needs of the University Of particular... system of the province However, reports in the past three (3) years revealed that the quality of the academic staff failed to meet the requirements of the University in terms of personnel profiles It somehow affects the development and reputation of the University The percentage of staff and lecturer with the doctoral level is low as observed in the different discipline which did not conform on the standard... predictor of Professional Characteristics of the Academic Staff of Hong Duc University 5 Specifically, this research work sought to: 1 Find out the personal profiles of the academic staff of Hong Duc University in terms of: 1.1 age 1.2 gender 1.3 civil status 1.4.educational attainment 1.5.length of service 1.6.family income 2 Determine the professional characteristics of the academic staff of Hong Duc... result of the study could be beneficial to the following: For the teacher To make the necessary adjustments in line with the lecturers development program thereby improving their personal growth For the staff To serve as guides in understanding the current picture of the organizational staff, its developments and impacts on Thanh Hoa province tertiary education, based on theories of developing the teacher... (4) Of the discussed solutions, the particular one of linking the teacher staffs of all the Cuu Long Delta universities for a network has identified 3 principles and 9 contents in collaboration In addition, the thesis detailed the working disciplines within the network on the basis of ensuring the mutual agreements of the universities leaders and those of Southwest, Vietnam This is to help push up the. .. quality as well as the wider training fields of each single school and the entire college system in the region, closely related to the features of the Cuu Long Delta area for tertiary education renovations; (5) The thesis has come up with the new ideas about open working management, enhancing the autonomy, self-responsibility of Cuu Long 2 Delta universities to develop the teacher staffs on the basis of. .. Moreover, the university strives to meet the training needs of growing high-quality human resources of the region and the country with the mission of a university in the national education system and the network of the country's universities The development of the university and the ability of integration into the educational system of the country, region and world entirely depend on the determination of. .. teacher staff to meet requirements for tertiary education renovations For the Heads and officers of offices The results of this study would encourage school officials to workable plan on the staff development program in the university For the University Coming up with principles for selecting solutions and recommending some action plans in developing a functional staff development program of Hong Duc . of Philosophy in Education Management LAI VAN CHINH – (TERRY) April, 2014 i APPROVAL SHEET The Dissertation of LAI VAN CHINH entitled PERSONAL PROFILES. Ph.D. students; Dr. Tran Thanh Van, the Dean of the Graduate School of Thai Nguyen University, for his assistance and encouragement to pursue this study; Dr. Dang Xuan Binh, the Director of. national defense and security, must ensure the balance in terms of qualifications, professional and regional structure, must expand scale on the basis of quality and efficiency assurance, and must