International Journal of Instruction January 2016 ● Vol.9, No.

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e-ISSN: 1308-1470 ● www.e-iji.net p-ISSN: 1694-609X

Analysis of Faculty Members Attitude towards Academic Development

Endeavors in Some Selected Ethiopian Universities

Yilfashewa Seyoum
Asst. Prof., Curriculum Design and Development, Haramaya University, Ethiopia
[email protected]

This article aims to analyse the attitudes of faculty members on how the current
academic development programs were enacted in selected Ethiopian Universities.
With the help of multiple cases design, evidence was gathered from faculty through
attitude scale having a reliability index of 0.77. Moreover, a document study
including the day-to-day surveillance of the researcher’s observations and
colleague’s reflections were also included. In the investigation, 250 cases have
taken part. The findings of the study reassured that faculty members’
predisposition on professional development programs to augment the level of
educational activities was not aversive. The analysis of variance, F- test
demonstrated that there were no significant differences among faculty members
when gender and study sites had taken as variables. However, F-value was
significant for years of experience. Moreover, less experienced and lower level
qualified faculty members hold significantly favourable attitudes as compared to
veteran and more qualified one. Overall, the study claims that universities should
adapt options, and continue to use technologies as a means to bring faculty from
different programs together and benefit from learning online.
Keywords: academics development, attitudes, faculty members, professional
development and predisposition, members’ attitudes
INTRODUCTION
Historically, professional development (PD) in teaching has not been seen as a priority
for new academic staff in Higher Education. However, it is a cognizant fact that the
provision of high quality teaching and learning is a key responsibility of the
professionals who aim to develop standards for academic practices and continuing PD.
According to Guskey (2002), the term PD is referred as the processes and activities
premeditated to enhance the professional knowledge, capabilities and attitudes of
academics in order to bring improvement on students’ educational achievement.
Villegas-Reimers (2003) viewed PD as a critical factor for ensuring quality education
and an opportunity for instructors to augment their expertise.
Thus, when the goal is to increase students’ learning and to improve instructors
performance, academic development should be considered as a vehicle to materialize
50 Analysis of Faculty Members Attitude towards Academic …

institutional reforms (Gordon, 2004; Smith &Gillespie, 2007). Teacher educators and
academic leaders agreed that success in the implementation of PD is a decisive input for
promoting instructors’ competencies and enhancing quality in education and training
(Eccles & Gootman, 2002).
In recent attempts, the series of Education Sector Development Programs (ESDP)
[ESDP I, II, III and IV] of Ethiopia have created opportunities to produce trained and
skilled human power at all levels as a driving force in the process of promoting culture,
effecting social transformation and bringing economic development of the country
(MoE, 2005). More importantly, while all the policy documents contend the centrality of
teachers for promoting learning, the emphasis on improving teachers’ quality and
teachers’ development is most stressed in the 2005, ESDP III. In this document, the
Ministry of Education has given priority for continuous PD assuming that it is the right
of teachers as well as of a great value for national development. This intention ought to
bring about change in educational attainment (Mosha, 2006).
Meanwhile, considering the need for PD in Ethiopian universities, UNESCO was one of
the responsible organizations to cooperate with the higher education institutions toward
the fulfillment of the policy demand. The creation of a National Pedagogical Resource
Centre (NPRC) was one of the mechanisms where the Institute of Educational Research,
Addis Ababa University in cooperation with UNESCO and IICBA had actively
participated (Amareet al., 2000). In June 2007, the Ministry produced two important
documents, School Improvement Package and A Blue Print for Ethiopian Teachers
Development Program. The purpose of these documents was to emphasis on the
indispensability of PDP and bolster varied academic programs. Similarly, in January
2009, a new Framework for Continuous PD of Teachers, School Leaders and Educators
in Ethiopia was developed (MoE, 2009). The former guideline was criticized on the
ground that it was a top-down approach that ignored the interests of faculty members
and institutions to share their views and critical concerns.
This study, therefore, targeted to investigate faculty members’ attitudes on how the
existing practice of PD was enacted to support the activities of teaching and learning.
The study can be viewed as illuminative for identifying and analysing one of the core
problems of academics predisposition in the implementation of PD initiatives.
Accordingly, considering the researcher’s first-hand experience in coordinating staff
development programs at Haramaya University, the topic has been identified as an
important area of investigation for the clarification of weak spots, the discovery of
opportunities and exploring the situation of PD in the context of our education system in
general and the university’s academic development settings in particular.
Professional Development in the Ethiopian University Context
In Ethiopia, the PDPs established at various higher education institutions was set to
accomplish two major targets: improving academic staff professional competencies and
supporting the academic programs for keeping quality of students learning (HERQA,
2007). However, Cantrell’s (2009) study noted that various factors found to jeopardize
the long-term future of PD centers. Chief amongst these were staff mobility, lack of

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career and incentive structures, lack of physical facilities for PD centers and insufficient
recognition for those actually attending academic development program courses. On his
part, Wessonu (2009) contends that while training through the various PD centers was
found to be useful for ensuring quality, its sustainability and effectiveness are hampered
by limitations of coverage, organizational capacity, resources and leadership.
Experiences indicated that from time to time and year to year, although it seems that
there was quantitative progress in PD deliberations, there was no recognized and context
related implementation policy that guides and governs the activities of PD and there was
no formalized, integrated and continuous system to check whether the quality of such
training is up to the expected level or not. Recent studies in the area of PD focused
principally on the brief workshops carried at the end of a given training or about specific
types of centre/program (e.g. ADRC or HDP) in action (Anto, 2006, &Aytaged, 2012).
Moreover, since the provision of PD is at infantile level, investigating participants’
predisposition on the implementation practices have not been profoundly investigated.
To this end, this study was planned to attain the following objectives:
i. Examine the intensity and magnitude of faculty attitude towards the current
professional development programs in Haramaya University.
ii. Determine the extent and dynamics of academics satisfaction on the existing
professional development endeavors.
iii. Analyze whether there are significant mean differences in the respondents attitudes
when specific attributes as sex, experience in teaching and study Sites are taken
into account.
REVIEW OF LITERATURE
Faculty Members Perceptions, Commitment and Active Participation in PDP
The commitment, attitudes, and competency patterns of faculties which are supposed to
benefit from the PDPs contribute as crucial group of factors for implementation.
Academics are constant factor in the education system and thus have a key role for
classroom innovation (Pearson, 2008). An innovation usually involves some skeptical
reaction. Such discrepancies between claims of the innovation and acceptance by
instructors may be important starting points for further development (Fullan, 2007).
To implement an innovation means for the practitioners involved in a long-term
commitment to practice the innovation. In this regard, Komba and Nkumbi (2008) in
their research pointed out that the academics should perceive PD as being important for
implementing innovations, as it improves them professionally, academically and
technically to help them adjust to the new thinking. However, most respondents think
that it is inadequately supported and motivated. At all levels (system, university,
department), PD is poorly coordinated and scarcely budgeted for. In the context of
Ethiopia, the study conducted by Anto (2006) specifies that a great number of
instructors do not have curiosity to participate in the highly relevant university PDPs.
Lack of pedagogical competencies of the university instructors, lack of commitment
from management and some academic staff, lack of transparent leadership, and
resources to run the activities were some of the deficits for PD trainings.

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Teachers’ Satisfaction
The success of education is dependent on the quality of workforce in teaching. Thus,
there should be an effort to improve, practitioners’ knowledge, skills and confidence
through PD (Fullan, 2007). While the purpose of PD is improving teaching’
competencies and students’ achievement, the personal satisfaction of instructors with PD
implementation is one of the emotional issues to be emphasized and highly valued
(Hergraves, 2003). In practice, instructors’ satisfaction with PD is not the same in every
area, always and at every level of the education structure (Gordon, 2004). In this
regard, the study conducted by Gray (2006) discovered that:
Most teachers were satisfied with their PD over the last decades. Negative feelings
were especially associated with ‘one size fits all’ standardized PD provision, which
did not take account of teachers’ existing knowledge, experience and needs.
Practitioners felt that the principal drivers for PD activity over the last 10 years had
been national priorities and these had taken precedence over individual needs.
Attitudes to PD were shaped by complex interrelationships between local, cultural
factors, teachers’ career stage and subject affiliations.
Meanwhile, in an investigation conducted by King (2004), the levels of academics’
satisfaction with PD were fairly low and to him only training related to whole-school
strategies satisfied more than half of the sample. Training related to government
initiatives scored among the lowest. Despite their comparative lack of satisfaction with
what was on offer, most of those questioned felt that PD was important and relevant to
their teaching. Last but not least, Minale’s (2006) study on PD revealed that:
Instructors claimed that they have acquired new knowledge and skills as a result of
the training. Above all, the training has enhanced their knowledge about learning
styles, student centered teaching, continuous assessment, and collaborative
learning. Trainees reported that they were satisfied with the methods of training
and skills of HDP leaders. However, they noted that HDP was an ambitious reform
initiative that did not consider actual classroom situations and problems.
Respondents commented that the level of organizational support to the training,
lack of reward, scarcity of resources, and classroom lay out were critical issues.
From the summary of the above studies, it can be inferred that academics satisfaction
needs to be the most important achievement and consideration in the deliberation of PD
practices. The above studies strongly suggested that even well designed PD training may
not satisfy instructors unless the PD training practices meet the need and interest of
beneficiaries. Thus, a careful follow up that assess the level of satisfaction and
perception of instructors on PD Endeavour need to be highly valued and enacted.
METHOD
In choosing the research method, usually three conditions are considered. The kind of
research question posed, the degree of control an investigator has over actual behavioral
events, and the extent of focus on contemporary events (Creswell, 2009). Within these
conditions, a case study was preferred. Meanwhile, in selecting the audience of this

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study, simple random, and stratified sampling methods were considered. Similarly,
using purposeful sampling four PD coordinators and program leaders and eight
academic leaders who were involved in the implementation of HDP were placed as
important informants of this study.
To measure the attitudes of instructors toward the existing PD trainings, an attitude and
satisfaction scales were developed. Using Cronbach alpha, the internal consistency
reliability coefficient was determined and found as 0.77. Furthermore, on the basis of
measured data (facts, opinions and emotions obtained through questionnaires),
parametric statistical tests as Analysis of Variance, Z-test, and Paired sample t-test for
quantitative analyses are employed. In qualitative data analyses, thematic description,
narrative and interpretative approaches were employed.
RESULTS AND DISCUSSION
Adama University
Respondents’ Attitudes toward the PD Trainings
Table 1: Overall Attitudes of Instructors Toward the PD Trainings
Unfavorable Attitude Indifferent Attitude Favorable Attitude Mean SD
In No. In % In No. In % In No. In % 50.0 6.8
115 95.8 1 0.8 4 3.4
Table 1 depicted the quantitative score regarding the attitudes of respondents and
revealed that only 3.4 percent of the respondents reacted favorably and 0.8 percent of
them were found to have indifferent attitudes toward the PD practices in place. The rest,
almost the majority of the respondents (95.8 percent), indicate that they hold
unfavorable attitudes toward the PD training currently in practice. Moreover, the mean
score, that is, 50.0 which was inclined toward the direction of negative attitudes,
confirmed the possession of adverse attitudes by majority of the respondents. The
standard deviation suggests how the magnitude of the score of the respondents spread in
the distribution. A moderate variation within the respondents’ attitudes toward the
instructors’ PD initiatives was the trends of this research finding.
In an interview conducted at Adama University, one senior lecturer expressed what he
thinks about the existing PD training experience together with his colleagues.
In a week, we have two days and two hours in each day to come together to deal
with Higher Diploma Program (HDP). Because we were not feeling good in the
training program, we had a unique name for HDP. We call it a “Health Damaging
Program”. We were considering it as something “alone and frightened” (BB:
December, 2013)
These reflections suggest that although faculty believes in the indispensability of PD, in
practice, they have unfavorable predispositions. The interview offered by the above
participant also verified that some faculty members’ feeling toward the current practice
was not encouraging. This can necessitate revisiting of the present practices critically.

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Faculty Members’ Attitudes toward the PD Trainings with Respect to Respondents

Attributes: Sex, Teaching Experience and College/Schools
In order to analyze the attitudes with the respondents characteristics(sex, academic rank,
teaching experience and school setting), a one-way analysis of variance was computed
and presented as shown in the succeeding tables.
Table 2: The mean difference in attitudes with sex as the respondents’ variable
Source of variations Sum of Squares Df Mean Square F Sig.
Between Groups .23 1 .23 .01 .95
Sex Within Groups 5633.77 118 47.74
Total 5634.00 119

From table 2, it can be inferred that there is no significant mean difference in the
attitudes of faculty members depending on their sex. This means, respondents uniformly
favoured is favour the current PD practice irrespective of their sex as an attribute.
Table 3: The mean difference in attitudes with teaching experience as variable
Source of variations Sum of Squares Df Mean Square F Sig.
Teaching Between Groups 417.52 2 208.76 4.50 .02
Experience Within Groups 5424.35 117 46.36
Total 5839.87 119

Here, F value is significant. Meaning, respondents vary in their response when the
variable teaching experience is considered. Furthermore, the post-hoc analysis of
variance assured that faculty with fewer experience in teaching have better attitudes
toward the PD training than more experienced one. Studies in the field of PD verified
that the amount of formal education and teaching experience could have relation to
teacher change. In their study of 100 teachers and the change they demonstrated after
participating in varied PD, Smith and Hofer (2003) identified that those teachers with
fewer years of experience and with low level of education changed more.
Table 4: The mean difference in attitudes with school as the respondents’ variable
Source of variations Sum of Squares Df Mean Square F Sig.
College Between Groups 597.52 5 119.51 2.71 .024
Within Groups 5036.48 114 44.18
Total 5634.00 119

Table 4 shows that F-value is significant when the variable school is considered. Further
computation of the post-hoc analysis of variance (Tukey Test) identified that staff
members in the school of engineering and pedagogy have significantly higher attitudes
than other. The possible reason for this could be that school of engineering is the oldest
and the most experienced and had exposure with many kinds of training in general and
instructors’ PD practices in particular. Similarly, since the school of pedagogy

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instructors have better orientation to PD than other schools; this could be the grounds
for the possession of positive attitudes toward the PD practices.
Respondents’ Satisfaction on the Professional Development Efforts
In table 5, the overall score was 3.00, indicating that most academics were satisfied with
their PD experience (N= 120). On the other hand, although some respondents
recognized the importance of keeping on top of new development through PD
initiatives, they unfavorably felt that PD had least impact on their promotion prospects.
Table 5: Teachers’ satisfaction with professional development over the last 5 years
N Minimum Maximum Mean SD Aggregate mean
Your professional
120 .00 5.00 2.98 1.06 3.00
development
Your promotion prospects 120 .00 5.00 2.25 1.20
Your teaching skills 120 .00 5.00 3.22 1.10
Your self-confidence/self-
120 .00 5.00 3.23 1.06
esteem
Your desire to learn more 120 .00 5.00 3.34 1.19
Students’ learning outcomes 120 .00 5.00 3.20 1.09
Your leadership skills 120 .00 5.00 2.79 1.23

Moreover, PD had demonstrated less effect on leadership skills than on the development
of teaching strategies and students’ learning outcomes and this showed in the teachers’
desire for more PD concern with improving leadership and management skills. As a
whole, the PD initiative has significant effect on instructors: the desire to learn more,
their teaching skills, and empower their self-esteem. However, although the above
sectors seem higher than the average value, with regard to their promotion prospects,
academics seem dissatisfied. Moreover, instructors’ involvement in developing
leadership skills was not deliberated as other dimensions of the PD plan. Recent
research by Steinert (2008) suggested that the content of PD should encompass the
empowerment of instructors’ leadership and management skills in some ways.
Haramaya University
Respondents’ Attitudes toward the PD Trainings
Table 6: Respondents attitudes towards PD trainings
Unfavorable attitude Indifferent attitude Favorable attitude Mean SD
In No. In % In No. In % In No. In % 49.05 7.05
119 97.5 0 0 3 2.5
Table 6 reveals that only 2.5 percent of the respondents reacted favorably and none of
them found to have indifferent attitudes toward the PD practices in place. The rest,
almost the majority of the respondents (97.5 percent), reacted that they have unfavorable
attitudes toward the PD training. The mean score, which is 49.05, is inclined toward the
direction of negative attitudes, which also indicates the possession of unfavorable

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attitudes by majority of the respondents. The standard deviation of the total score of the
attitudes of respondents indicates slight variation among the informants of this study. In
relation to this, Mosha (2006) concluded that academics’ motivation is the most
important of all factors that affect practitioners’ attitude and commitment for PD
activities. For PD to be effective, the instructor has to perceive it positively. So, PD is
an inherent process and is strongly connected to the practitioners’ desire and attitude for
growth and change.
Faculty Members’ Attitudes toward the PD Trainings with Respect Respondents
Attributes: Sex, Teaching Experience and College/Schools
Table 7: The mean difference in attitudes with respondents’ sex as variable
Source of variations Sum of squares df Mean square F Sig.
Between Groups 37.43 1 37.43 .75 .39
Sex Within Groups 5984.28 120 49.87
Total 6021.71 121

Results in table 7 evidently show that the calculated F-value for sex is not significant at
0.05 level. It means that the respondents’ reaction to the PD training is identical for both
faculty members in terms of sex distribution.
Table 8: The mean difference in attitudes when teaching experience taken as a variable
Source of variations Sum of squares df Mean square F Sig.
Experience Between Groups 422.41 2 211.21 5.00 .01
in teaching Within Groups 5538.52 119 42.16
Total 5960.93 120

Table 8 clearly demonstrated that F-value for teaching experience is significant. It

means that respondents with different level of experience have different attitudes toward
the PD training in place. The post-hoc analysis of variance further demonstrated that
faculty with less experience in teaching have more score in attitudes than medium and
highly experienced ones. This result is consistent with the findings conducted by Smith
and Gillespie (2007). The study emphasized the following individual characteristics as
influencing how much, and in what ways, faculty changed after participating in PD: (a)
years of experience-instructors with fewer years of experience changed more (b) venue
of first teaching experience-instructors who began their teaching career changed more
and(c) level of education- instructors with a bachelor’s degree or less changed more.
Table 9: The mean difference in attitudes when college is taken as a variable
Source of variations Sum of squares df Mean square F Sig.
College Between Groups 160.18 9 17.80 .34 .96
Within Groups 5861.53 112 52.34
Total 6021.71 121

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In the case of Haramaya University, the unique experience of respondents of various

colleges did not bring difference in the attitudes of respondents. It means that
respondents consistently expressed their feeling irrespective of their college milieu.
Studies in the field of PD, however, stressed that attitudes toward PD is shaped by
complex interrelationships between local and cultural factors, teachers’ career stage, and
subject affiliations (King, 2004&Mosha, 2006)). In this case, although the college of
agriculture has relatively long experience in teaching, research and extension services
than other colleges, this has not brought difference in the responses of faculty members.
Similarly, although it is assumed that members in the college of education and
behavioural sciences have more acquaintance of the PD practices; this didn’t
demonstrate any change in the attitudes.
Respondents’ Satisfaction on the Professional Development Efforts
Table 10: Instructors’ satisfaction of the PD milieu over the last 5 years
N Minimum Maximum Mean SD Aggregate mean
Your professional 2.86
122 .00 5.00 2.63 1.48
development
Your promotion prospects 122 .00 5.00 2.23 1.59
Your teaching skills 122 .00 5.00 2.95 1.47
Your self-confidence/self-
122 .00 5.00 3.09 1.59
esteem
Your desire to learn more 122 .00 5.00 3.21 1.62
Students’ learning outcomes 122 .00 5.00 2.87 1.49
Your leadership skills 122 .00 5.00 2.71 1.52

As table 10 clearly demonstrated, the overall score is 2.86 indicating that most
instructors were satisfied than dissatisfied with their PD experience (n = 122). The table
further revealed that although other sectors seem higher than the average value, with
regard to their promotion prospects, instructors seem relatively dissatisfied. Moreover,
improvement in developing leadership skills is not carried out as other dimensions of the
PD plan. This result indicates that although the majority of the respondents have
unfavorable attitudes toward the planned PD training, once they involved, they acquired
interest in the activities and contents of PD trainings.
Cross-Case Analysis
Instructors’ Attitudes toward the PD Trainings
With the attitude scale developed, the participants were asked to show the extent of their
agreement or disagreement with the relevant statement on a 5-point scale from 5 for
‘strongly agree’ to 1 for ‘strongly disagree’ depending on the type of items, being
negative or positive statements. And, in the analysis of the attitudes of respondents in
the two study sites, it was found that the majority of the respondents have negative
attitudes (95.8 percent in AU and 97.5 percent for HU). The following figure
demonstrates the attitudes of respondents in the study sites.

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58 Analysis of Faculty Members Attitude towards Academic …

Figure 1: Summary of instructors’ attitudes toward the PD trainings

The exceeding figure clearly disclosed that only 2.9 percent of the respondents reacted
favorably and 0.4 of them found to have indifferent attitudes toward the PD in practice.
The rest, almost the majority of the respondents (96.7 percent) reacted that they have
unfavorable attitudes toward the PD training. The mean score, which is 49.5, seems to
round toward the direction of negative attitudes, which also indicates the possession of
unfavorable attitudes by majority of the respondents. The standard deviation of the total
score of the attitudes of respondents was calculated and is equal to 6.97. This indicates
how the magnitude of the score of the respondents’ spread in the distribution. Slight
variation in attitudes toward instructors’ PD initiatives is the trends of the research
findings at hand. In general, there is a significant mean difference in the attitudes of
respondents between AU and HU. Meanwhile, other experience outside of Ethiopia is
also revealed the same findings. Accordingly, Guskey(2002) found that educators
themselves frequently regard PD as having little impact on their day-to-day
responsibilities. Some even consider it as a waste of their time. Trainees participate in
PD primarily because of contractual obligations but often see it as something they must
‘get out of the way’ so that they can get back to the important work of educating
students.
Meanwhile, previous researches on PD clearly put it that an instructor who perceives PD
positively is eager to attain new knowledge, skills, values, and dispositions. Within such
dispositions, there is pride, self-esteem, team spirit, commitment, drive, adventure,
creativity, and vision (Mosha, 2006). Thus, all these attributes have to be owned by the
instructor; and perceptions depend on self-evaluation, the support of institutional
leadership, and institutional culture (Smith and Hofer, 2003).
Faculty Members’ Attitudes toward the PD Trainings with Respect Respondents
Attributes: Sex, Teaching Experience and Locality/University
Table 11: The mean difference in attitude of respondents with respect to the variable sex
Sources of variations Sum of squares df Mean square F Sig.
Between Groups 22.46 1 22.46 (AU).01
Sex Within Groups 11687.94 240 48.70 HU(.75)
Total 11710.40 241 0verall, .46 .50

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When the respondents score presented in combined manner, table 11 demonstrated that
F was not significant for sex. This result is the same in the two study sites observed
separately. Overall, respondents have the same attitude toward the training irrespective
of their gender differences.
Table 12: The mean difference in attitudes of respondents with respect to the variable
teaching experience
Source of variations Sum of squares df Mean square F Sig.
Experience in Between Groups 266.38 2 133.19 Overall, 2.60 .049
teaching Within Groups 11834.24 239 49.52 (AU)4.51
Total 11901.04 241 HU(5.00)

Table 12 depicted that F-value was significant for years of experience in attitudes
toward the PD practices. It means unlike sex and academic rank variables, teaching
experience significantly brought differences in attitudes of respondents. Meanwhile, the
post hoc analysis of variance indicated that younger and less experienced instructors
have better attitudes than older and experienced instructors. With almost consistent
result, other research has shown that older, male, instructors tended toward more
negative attitudes toward PD. However, here younger and novice instructors in
particular, again presented a more positive picture (Hirsh, 2009).
Table 13: The mean difference in attitudes of respondents with respect to study sites
Sources of variations Sum of squares df Mean square F Sig.
University Between Groups 54.69 1 54.69 1.13 .29
Within Groups 11655.71 240 48.57
Total 11710.40 241

The combined data verified that respondents’ attitudes were the same across the study
sites; since F-value is insignificant across university treatment. This refers to the
condition that PD is almost in the same position for the two universities. Although the
universities have varied experience in the latest centre/ program (PSISC and PGDHET)
training, they are the same in HDP and ADRC. More importantly, the only PD
framework has been training that actively and austerely enacted. This resemblance in
both institutions may bring respondents to have identical attitudes toward the
implementation of PD in place. Overall, in all the three attributes of the respondents:
sex, academic rank, teaching experience, the attitudes of respondents was steady across
the two study sites.
Instructors’ Level of Satisfaction on PD Practices
Respondents’ level of satisfaction on the current practice was also examined as indicator
of effective implementation of PD. Instructors were required to tick a box on a Likert
type question which ranged from 1 = a very little extent to 5 = a very great extent. The
score of respondents has shown in table 14.

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Table 14: Teachers’ satisfaction with professional development

N Mean(AU) Mean(HU) Mean(T) SD T- values
Your professional development 242 2.9750 2.6311 2.8017 1.30190 Not Sig.
Your promotion prospects 242 2.2500 2.2295 2.2397 1.40848 Not Sig.
Your teaching skills 242 3.2167 2.9508 3.0826 1.30487 Not Sig.
Your self-confidence/self- Not Sig.
242 3.2333 3.0902 3.1612 1.35229
esteem
Your desire to learn more 242 3.3417 3.2131 3.2769 1.42365 Not Sig.
Students’ learning outcomes 242 3.2000 2.8689 3.0331 1.31971 Not Sig.
Your leadership skills 242 2.7917 2.7131 2.7521 1.38325 Not Sig.
Overall Mean Score =2.90
The respondents were asked how much satisfied they had been with their PD experience
over the last 5 years. The overall score is found to be 2.9, indicating that most
instructors are happy with the PD experience. In conjunction with such a finding, it was
also realized that except for their promotion prospects, in all other aspects, respondents
felt a sense of satisfaction. It can easily be traced that respondents’ attitudes to PD
training was unfavorable. However, once the respondents involved in the training,
through time, recognizing its applicability, they develop interest in it. In connection to
this, Livneh and Livneh (1999) argued that two motivational factors predicted
participation: high internal motivation and external motivation to learn.
Table 14 further demonstrated that instructors’ improvement in developing leadership
skills was not carried out as other dimensions of the PD plan. PD is important because
of its potential impact on the sustainability of the youth development workforce.
Training coordinators and facilitators who have PD opportunities reported feeling of
more confident and more satisfied with their jobs. It is believed that these outcomes
could lead to a better staff retention and lower turnover rates. It is important to
emphasize the possibility; however, staff retention may improve only if academics that
have training opportunities also have opportunities for increased responsibility and
higher compensation (Livneh & Livneh, 1999).
On the other hand, in respect of overall result of respondent’s satisfaction, although the
mean value of AU is greater than HU, this result is not significant. Briefly, respondents
were satisfied irrespective of their university academic development settings.
CONCLUSIONS
Generally, instructors’ predisposition on the principles and practices of PDPs to
augment the level of educational activities is positive. Nevertheless, in quantitative
analysis, only 2.9 percent of the respondents reacted favorably and 0.4 of them were
found to have indifferent attitudes toward the PD practices. The rest, almost the majority
of the respondents (96.7 percent), reacted that they have unfavorable attitudes toward
the existing PD practices. The analysis of variance, F- test demonstrated that there are
no significance mean differences among sex and study sites with regard to attitudes

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toward the PD practices. However, F-value is significant for years of experience. Less
experienced and qualified instructors hold significantly favorable attitudes when
compared to experienced and more qualified faculty members.
Moreover, except in the area of leadership and promotional prospects, most instructors
are satisfied with the contributions of PD experience. Instructors preferred dominantly
to spend their time on PD activities in order to improve their teaching skills and subject
knowledge. More importantly, respondents insisted that the major reason why they were
involved in the various PDPs resulted from the need for institutional development plan
and national priorities, than individual instructors’ needs and curiosity. As a result,
instructors’ involvement in planning and enacting the PD initiatives is either less
regarded or totally neglected.
IMPLICATIONS FOR PRACTICES AND FUTURE RESEARCHES
It is believed that education has to be goal oriented and should be linked to the pressing
need of the society, the principle strictly adhered by the philosophy of pragmatism.
Pragmatism adhere knowledge and values, and the method of determining these must
not be stiff and stagnant. Pragmatism supports the principle of dynamism and utility.
Thus, knowledge for faculty professional growth should not be ready made and must not
be relegated behind the scene without deliberation. Similarly, the values in our case are
knowledge that is applicable to solve our real problem (e.g. education quality). Again,
the intensity and magnitude of a problem could vary from place to place that require
some form of flexibility in terms of content and methods. By the same contention, the
PD plan and practices in place require a form of flexibility since it is affected by
contextual factors. Hence, the design and implementation of professional development
entails vigilant reference to local circumstances.
Secondly, as research indicates that faculty perceptions, attitudes and working
conditions (e.g. adequate time for academic deliberation) influence the effectiveness of
professional development programs, further and thorough research is required on the
optimal configuration of faculty working conditions, program structure, preparation
time, job benefits, working hours, and time for training and their relation to staff quality,
student achievement, and decline of attrition rate. As there are modest or no research on
many of these conditions, this could be one area of special importance. We also need
researches comparing the outcomes of participating in job-embedded and traditional
form of professional development ‘packages’ so that policymakers and professional
developers have good information on which to base decisions about what formats of
training and under which conditions to offer .
Finally, universities should adapt and continue to use technologies as methods to bring
faculty from different programs together for professional development and to participate
in learning online. Such facilities would allow faculty members to have access to wide
range of philosophies, practices and challenges in their profession. In addition, online
materials promote faculty’s professional learning autonomy by freeing them technical as
well as substantive restrictions that commonly affect the depth and width of
practitioners’ learning opportunities. However, professional development planners need

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62 Analysis of Faculty Members Attitude towards Academic …

to ensure that collegiality can still be an essential feature of the online of such a
professional development program. As a result, future research should focus on
exploring more on the use of online learning for PDPs with collegiality and
collaboration in focus.
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Turkish Abstract

Bazı Seçilen Etiyopya Üniversitelerindeki Akademik Gelişim Çabalarına Karşı Fakülte

Üyelerinin Tutumlarının Analizi
Bu makale fakülte üyelerinin bazı seçilen Etiyopya Üniversitelerindeki mevcut yürürlükteki
akademik geliştirme programlarına olan tutumlarını analiz etmeyi amaçlamaktadır. Çoklu vaka
deseninin aracılığıyla 0.77 güvenirlik katsayısı olan tutum ölçeğiyle veriler öğretim kadrosundan
toplanmıştır. Dahası, araştırmacının gözlemlerinin ve meslektaşların yansıtıcı dönüşlerinin günlük
incelemesini içeren bir döküman çalışması da dahil edilmiştir. Araştırmada 250 vaka dahil
edilmiştir. Çalışmanın bulguları fakülte üyelerinin eğitim aktivitelerinin seviyesini artırmak için
profesyonel gelişim programlarına olan eğilimlerinin itici olmadığını ortaya çıkardı. Varyans
analizi, F-testi cinsiyet ve çalışma alanı değişken olarak alındığında anlamlı bir farklılığın
olmadığını göstermiştir. Fakat, kıdem değişkeni için F-değeri anlamlıdır. Ayrıca, daha az
deneyimli ve daha düşük ünvanlı öğretim üyeleri deneyimlilere göre anlamlı lehte tutumlar

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64 Analysis of Faculty Members Attitude towards Academic …

göstermişlerdir. Genel olarak, çalışma üniversitelerin farklı programlardan öğretim üyelerini

biraraya getirmek ve online öğrenmeden faydalanmak için opsiyonlar uygulamasını, teknolojiler
kullanmasını önermektedir.

Anahtar Kelimeler: akademik gelişim, tutum, öğretim üyeleri, profesyonel gelişim ve eğilim

French Abstract

Analyse d'Attitude de Membres de Faculté vers Efforts de Développement Universitaires

dans quelques Universités éthiopiennes Choisies
Cet article vise à analyser les attitudes des membres de faculté comment les programmes de
développement universitaires actuels ont été ordonnés dans des Universités éthiopiennes choisies.
Avec l'aide de design d'affaires multiple, l'évidence a été rassemblée de la faculté à l'échelle
d'attitude ayant un index de fiabilité de 0.77. De plus, une étude de document incluant la
surveillance quotidienne des observations du chercheur et les reflets du collègue a été aussi
incluse. Dans l'enquête, 250 affaires ont participé. Les découvertes de l'étude ont rassuré que la
prédisposition des membres de faculté sur des programmes de développement professionnels pour
augmenter le niveau d'activités éducatives n'était pas aversive.L'analyse des variations, F-le test
démontré qu'il n'y avait aucune différence significative parmi des membres de faculté quand le
genre et des sites d'étude avaient pris comme des variables. Cependant, la F-valeur était
significative pendant les années d'expérience. De plus, le niveau moins expérimenté et inférieur a
qualifié la prise de membres de faculté des attitudes significativement favorables en comparaison
du vétéran et plus qualifié. En général l'étude revendique que les universités devraient adapter des
options et continuer à utiliser des technologies comme un moyen pour apporter la faculté de
programmes différents ensemble et l'avantage d'apprendre en ligne.

Mots Clés: développement d'universitaires, attitudes, membres de faculté, développement

professionnel et prédisposition, attitude

Arabic Abstract
‫تحليل موقف أعضاء هيئة التدريس نحو المساعي التطوير األكاديمي في بعض الجامعات اإلثيوبية‬
‫المختارة‬
‫ويهدف هذا المقال إلى تحليل اتجاهات أعضاء هيئة التدريس على كيفية صدور برامج التطوير األكاديمي الحالية في الجامعات‬
‫ وجمعت األدلة من أعضاء هيئة التدريس من خالل نطاق وموقف‬،‫ مع مساعدة من حاالت متع ددة تصميم‬.‫اإلثيوبية المختارة‬
‫ أدرجت أيضا دراسة وثيقة بما في ذلك مراقبة يوما بعد يوم من مالحظات الباحث‬،‫ وفضال على ذلك‬.7.00 ‫وجود مؤشر موثوقية‬
‫ طمأنت النتائج التي توصلت إليها الدراسة أن استعداد وأعضاء هيئة‬.‫ حالة جزئيا‬057 ‫ في التحقيق اتخذت‬.‫وانعكاسات الزميل‬
‫ أظهرت أنه ال‬F-test ‫ تحليل التباين‬.‫التدريس في برامج التطوير المهني لزيادة كان مستوى األنشطة التعليمية التي ال مكره‬
‫ ومع‬.‫توجد فروق ذات داللة إحصائية بين أعضاء هيئة التدريس عندما المواقع الجنسين والدراسة قد تؤخذ على أنها متغيرات‬
‫ أعضاء هيئة التدريس المؤهلين مستوى أقل خبرة‬،‫ وفضال على ذلك‬.‫ أهمية كبيرة لسنوات من الخبرة‬F-value ‫ذلك كانت لـ‬
‫ فإن المطالبة الدراسة أن الجامعات‬،‫ وعموما‬.‫وأقل تعقد المواقف االيجابية بشكل ملحوظ بالمقارنة مع واحد مخضرم وأكثر كفاءة‬
،‫ واالستمرار في استخدام التقنيات كوسيلة لجلب أعضاء هيئة التدريس من البرامج المختلفة معا‬،‫ينبغي أن تتكيف مع الخ يارات‬
.‫واالستفادة من التعلم عبر اإلنترنت‬

‫ الموقف‬،‫ والتنمية المهنية واالستعداد‬،‫ وأعضاء هيئة التدريس‬،‫ والمواقف‬، ‫ التنمية األكاديميين‬:‫كلمات البحث‬

International Journal of Instruction, January 2016 ● Vol.9, No.1