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| Autor/inn/en | Bogenschutz, Margaret M.; Sagaria, Mary Ann D. |
|---|---|
| Titel | Aspirations and Career Growth of Mid-Level Administrators in Higher Education. |
| Quelle | (1988), (26 Seiten)
PDF als Volltext kostenfreie Datei |
| Sprache | englisch |
| Dokumenttyp | gedruckt; online; Monographie |
| Schlagwörter | Administrator Attitudes; Administrator Characteristics; Administrators; Career Change; Career Development; Career Ladders; College Faculty; Educational Administration; Employment Opportunities; Higher Education; Occupational Mobility; Organizational Effectiveness |
| Abstract | A study examining the perceptions of career growth and aspirations of mid-level administrators in higher education was undertaken because, though there has been a large recent increase in the number and importance of mid-level administrators in higher education, the structure and nature of higher education organizations seem to constrain traditional career advancement opportunities for them. This is in part due to the few discernable career paths, the vague position hierarchy of status and prestige, the flat formal structure of the organization with few senior-level positions, and the non-tenure accruing nature of their positions. Also, many senior-level incumbents remain in those positions for several years. Limited research means it is not known whether the structural constraints of colleges and universities adversely affect mid-level administrators. The concerns behind this paper are: (1) the perceived career aspirations of mid-level administrators; (2) the motivating factors influencing their career decisions; and (3) the organizational factors they perceive as facilitating and inhibiting their career development. Following a discussion of conceptual organization, the methodology is described in terms of data source and sample, research approach, and data analysis and interpretation. Findings focus on career aspirations, planning style, field identity, experience, personal factors, career orientations, and perceptions of the organization. Results indicate that it is crucial to identify career orientations in order to understand perceptions of career growth, and that most participants find the work environment adequate or desirable. Organizational responsiveness may be the key to minimizing perceived barriers and creating renewed commitment and growth. Tables are included. Contains 18 references. (SM) |
| Erfasst von | ERIC (Education Resources Information Center), Washington, DC |
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