Faculty Perceptions about Tenure at Private Christian Liberal Arts Colleges

This study investigates faculty perceptions of tenure at 38 institutions of the Council for Christian Colleges and Universities (CCCU) with a sample of 988 faculty with tenure, 734 on a tenure track, 427 who are not on a tenure track, and 411 from institutions without tenure. Major findings that emerges are (1) more male have earned tenure; (2) the majority of tenures faculty agreed that the criteria for advancement and promotion are clear; (3) most disagree that tenure is an outmoded concept; (4) faculty with tenure are more likely to believe that tenure attracts the best minds; (5) CCCU faculty working toward tenure report lower levels of extensive stress than the national sample.     

The Christian College Advantage? The Impact of Christian Versus Secular Training Among Faculty at Christian Colleges and Universities

Are faculty trained at Christian institutions better equipped to integrate their faith with their professional work? This study uses a mixed methods analysis of Council of Christian Colleges and Universities (CCCU) faculty survey data to analyze whether and in what ways faculty who graduate from Christian undergraduate, master's, and doctoral programs are more apt to identify connections between their faith tradition and their course objectives. Findings show that faculty members prepared at Christian institutions are more likely to see this relationship and may conceive of it in more sophisticated ways. However, the gap is modest.     

Subjective organization of U.S. presidents

College students appear to subjectively organize U.S. presidents into three groups and to use this organization to help them learn new information. Results of a paired comparison task in Experiment 1 suggested that subjects organized the presidents into Founding Fathers (Washington through John Quincy Adams), post-World War II presidents (Truman through Reagan), and noncontemporary presidents (Jackson through Franklin Roosevelt). This hypothesized organization was tested in Experiment 2 by presenting subjects with several lists with alternative organizations of the presidents. Difficulty of learning classifications of particular presidents within each list was predicted on the basis of the relation between that president's classification in the list and in the hypothesized preexisting organization. Instances where the preexisting and new classifications were consistent both for the particular president and for all other members of the group were easiest to learn. Instances where the particular president's classification was consistent but where some other presidents in the group were classified differently were of intermediate difficulty. Instances where neither the individual president's classification nor that of the entire group were consistent were most difficult. The results provided converging evidence for the hypothesized subjective organization of the presidents and also demonstrated the usefulness of a method that may be applicable to testing subjective organizations in a wide variety of other areas.     

Mentorship and the Female College President

Despite the increase in the number of women college presidents, the percentage of female college presidents is disproportionately low. Results of some studies imply that mentorship is one factor that facilitates women’s climb up the administrative ladder to the college presidency. This study was designed to examine mentoring relationships among female college presidents. A sample of 91 female presidents at selected independent colleges was surveyed about mentor and mentee relationships and demographics. Findings demonstrate that a majority of the respondents had primary mentors (56%) and also served as mentors (64.4%) to others. Mentorship and multiple mentoring relationships are invaluable in advancing women through the ranks of higher education administration and for increasing the number of female college presidents.     

大学校长胜任力与职业认同的关系:基于潜在剖面分析

基于个体中心的视角考察大学校长胜任力和职业认同的关系,采用大学校长胜任力量表和职业认同量表对262名大学校长进行问卷调查。运用潜在剖面分析方法进行数据分析,结果表明:(1)大学校长胜任力可以分为四种潜在类别:低胜任力组、中胜任力组、高特质低能力组,高胜任力组,其中,中胜任组人数最多,高特质低能力组人数最少;(2)大学校长的职业认同得分在这四种潜在类别上有显著差异,中胜任力组、高胜任力组的大学校长职业认同得分显著高于高特质低能力组和低胜任力组,低胜任力组的大学校长职业认同显著于高于高特质低能力组。     

Integrative Complexity of 41 U.S. Presidents

Although U.S. presidents are one of the most studied groups of political figures and integrative complexity is one of the most widely used constructs in political psychology, no study to date has fully examined the integrative complexity of all U.S. presidents. The present study helps fill in that gap by scoring 41 U.S. presidents' first four State of the Union speeches for integrative complexity and then comparing these scores with a large range of available situational and personality variables. Results suggest a tendency for presidents' integrative complexity to be higher at the beginning of their first term and drop at the end. This pattern was pronounced for presidents who eventually won reelection to a second term and was markedly different for presidents who tried to gain reelection but lost. Additional analyses suggested that presidents' overall integrative complexity scores were in part accounted for by chronic differences between presidents' complexity levels. Further analyses revealed that this overall integrative complexity score was positively correlated to a set of interpersonal traits (friendliness, affiliation motive, extraversion, and wittiness) and negatively correlated with inflexibility. Discussion centers upon the causes and consequences of presidential complexity.     

The Personalities of Presidents as Independent Variables

The debate about the relative importance of the personality traits of presidents has a long history. Until the mid-1970s, scholars of the presidency extensively focused on the uniqueness of the individuals that held office. However, the difficulty in capturing presidential personalities and measuring their impact on executive politics led to a significant quantitative shift that focused more on the institutions within which presidents operate. This change produced a long-lasting divide between researchers interested in the “institutional” presidency and those focused on the “personal” presidency. I propose to integrate both approaches by incorporating insights from differential psychology to treat the personality traits of presidents as independent variables. In support of the argument, I use data from an expert survey that captured psychometric traits of presidents who governed the Western Hemisphere in 1945–2012 to reassess an influential study about Latin American presidents. The results show that adding openness to experience leads to a deeper understanding of presidential approval. I conclude by arguing that measuring the personality traits of all sorts of leaders is necessary to modernize the study of elites.     

Presidential stroke: United States presidents and cerebrovascular disease

In the United States, more individuals suffer disability from stroke than from any other disease, and as many as 11 of the 43 presidents have been affected. In this article, the authors review the cases of the United States presidents who have had strokes, some of which have occurred while the president was in office, having a direct effect on the country.     

President paragraphs

A collection of 220 paragraphs of graded value about U.S. presidents is given. The collection includes 16 paragraphs about each of nine presidents and 8 paragraphs about each of eight presidents. For each president, the paragraphs have one of four rough values for judgments of statesmanship, H, M⁺, M^-, and L. These paragraphs have proved useful in experimental applications of integration theory to attitude change. Other advantages of U.S. history as a source of issues and material for research on attitudes are also pointed out.     

Assessing the U.S. presidents using the Revised NEO Personality Inventory

This article describes the use of objective psychological instruments, including the Revised NEO Personality Inventory (NEO PI-R), to assess the personalities of all 41 U.S. presidents to date. We briefly report our findings pertaining to the average profile of chief executives on the NEO PI-R and summarize data on two of our most illustrious presidents, Washington and Lincoln. We review a typology of presidents based on our data. Finally, we summarize the results of our investigation of the Big Five personality dimensions and facets that are related to presidential success (i.e., historical greatness). The project and findings are discussed in terms of the use of the NEO PI-R in psychohistorical research and assessment.     

Organizational Structure,Context, and Climate: Their Relationships to Job Satisfaction at Three Managerial Levels

Managers from 120 organizations (183 men and 27 women) from four major Canadian urban centers were surveyed about their job satisfaction. Seven aspects of job satisfaction were evaluated: satisfaction with the firm, pay, promotional opportunities, the job itself, other managers at the same level, immediate supervisor, and subordinates. Overall, managers at the highest level reported the most job satisfaction. For presidents, satisfaction was related to the organization's structure and context, as well as to its climate, whereas for middle managers and vice presidents, job satisfaction was related more frequently to the organization's climate and less frequently to its structure and context.     

Women and Religion: The Transformation of Leadership Roles

This paper explores women's leadership roles in the sociology of religion. I focus on the women presidents of three social science research organizations that specialize in the study of religious phenomena: the Society for the Scientific Study of Religion, the Association for the Sociology of Religion, and the Religious Research Association, and make some comparisons with women presidents of the American Sociological Association. This paper draws on the work of Marie Augusta Neal for a sociological perspective on women and religion. It suggests policy implications for women and other marginalized groups, and concludes with personal reflections on the transformation process.     

Predicting Presidential Performance in the United States: Equation Replication on Recent Survey Results

Abstract

For more than 2 decades, researchers have tried to identify the variables that predict the overall performance of U.S. presidents. In 1986, there emerged a 6-variable prediction equation (D. K. Simonton, 1986c, 1987b) that has been replicated repeatedly. The predictors are years in office, war years, scandal, assassination, heroism in war, and intellectual brilliance. The author again replicated the equation on recent rankings of all presidents from George Washington through William Jefferson Clinton according to a survey of 719 experts (W. R. Ridings, Jr., & S. B. Mclver, 1997). The original 6-variable equation successfully predicted both the overall rankings as well as the 5 core components of the rankings (leadership qualities, accomplishment, political skill, appointments, character and integrity). The predictive value of the equation was illustrated for the presidencies of Ronald W. Reagan, George H. W. Bush, and Clinton.     

A Motivational Analysis of Russian Presidents, 1994–2018

This article analyzes the motivations of the three presidents of Russia since the end of the Soviet Union: Boris Yeltsin, Vladimir Putin, and Dmitry Medvedev. Imagery for the achievement, affiliation, and power motives was scored from the texts of annual presidential addresses to the Federal Assembly from 1994 through 2018. Although there were fluctuations from president to president, and from year to year within each term, the Russian presidents overall tended to be higher in achievement than power. This contrasts with many political leaders from other countries and suggests modification in previous conclusions about the problems of high achievement motivation in politics. The scores of each president are related to the events and policies of that president's term of office. The third term of Vladimir Putin is particularly interesting, because his achievement scores were lower, and power and affiliation scores higher, than in his previous terms. These changes seem to fit with his changes in foreign and domestic policies from his earlier terms.     

Predicting presidential performance in the United States: equation replication on recent survey results

For more than 2 decades, researchers have tried to identify the variables that predict the overall performance of U.S. presidents. In 1986, there emerged a 6-variable prediction equation (D. K. Simonton, 1986c, 1987b) that has been replicated repeatedly. The predictors are years in office, war years, scandal, assassination, heroism in war, and intellectual brilliance. The author again replicated the equation on recent rankings of all presidents from George Washington through William Jefferson Clinton according to a survey of 719 experts (W. R. Ridings, Jr., & S. B. McIver, 1997). The original 6-variable equation successfully predicted both the overall rankings as well as the 5 core components of the rankings (leadership qualities, accomplishment, political skill, appointments, character and integrity). The predictive value of the equation was illustrated for the presidencies of Ronald W. Reagan, George H. W. Bush, and Clinton.     

Presidential greatness and performance: Can we predict leadership in the White House?1

Two related questions regarding presidential leadership are addressed. First, what are the principal determinants of the rated greatness of American presidents? Second, can presidential performance be predicted using preelection biographical variables? Reliable measures of greatness and performance were operationalized for the 38 presidents of the United States, along with numerous potential predictors suggested by past literature on leadership, achieved eminence, and presidential popularity and greatness. About 75% of the variance in presidential greatness can be predicted using administration duration, number of war years, unsuccessful assassination attempts, scandals, and prepresidential publication record. Family background, personal characteristics, education, occupation, and political experiences provided few if any viable predictors of presidential performance, although succession to office through the vice-presidency exerted a rather general negative impact.     

MOTIVATION TO MANAGE AT THE TOP EXECUTIVE LEVEL: A TEST OF THE HIERARCHIC ROLE-MOTIVATION THEORY

Measures of managerial motivation (the Miner Sentence Completion Scale - Form H) were obtained from a sample composed of 75 chief executive and operating officers, executive vice presidents, and group vice presidents. Within this sample, 49 individuals had clearly worked their way up a bureaucratic hierarchy, and thus were congruent with managerial role motivation theory, while 26 were either the original entrepreneur or relatives of the entrepreneur. Comparisons were made with a sample of 65 managers in the same companies who, although of similar ages, had not reached the same high levels. The theory congruent top executives proved to have higher managerial motivation than either of the other two groups. These results support the hierarchic role-motivation theory and reinforce one of its most central propositions; they also support the use of the MSCS-Form H in the selection of managerial talent and in executive assessment.     

An Academic Genealogy of Psychometric Society Presidents

Psychometrika - In this paper, we present the academic genealogy of presidents of the Psychometric Society by constructing a genealogical tree, in which Ph.D. students are encoded as descendants of...     

The Aggregated Consequences of Motivated Reasoning and the Dynamics of Partisan Presidential Approval

Research in political psychology has shown the importance of motivated reasoning as a prism through which individuals view the political world. From this we develop the hypothesis that, with strong positive beliefs firmly in place, partisan groups ignore or discount information about the performance of political figures they like. We then speculate about how this tendency should manifest itself in presidential approval ratings and test our hypotheses using monthly presidential approval data disaggregated by party identification for the 1955–2005 period. Our results show that partisan groups generally do reward and punish presidents for economic performance, but only those presidents of the opposite party. We also develop a model of presidential approval for self-identified Independents and, finally, a model of the partisan gap , the difference in approval between Democrat and Republican identifiers.     

Effects of Serving as APGA President

The 23 living past American Personnel and Guidance Association (APGA) presidents were queried concerning their involvement in professional organizations and the impact of the APGA presidency on their lives and careers. Results are discussed in terms of implications for members and future leaders.