Ideal Teacher Behaviors

Differences in students’ academic self-efficacy and motivation were examined in predicting preferred teacher traits. Undergraduates (261) completed the Teaching Behavior Checklist, Academic Self-Concept scale, and Academic Motivation scale. Hierarchical regression analyses indicated that academic self-efficacy and extrinsic motivation explained 5–23% of incremental variance in the ideal traits of “caring” and “professional.” Students who lacked self-efficacy clearly valued the “caring” trait in an ideal teacher. Extrinsically motivated students strongly endorsed the importance of an ideal teacher being “caring” (encouraging and compassionate) and “professional” (knowledgeable and confident). Implications for instructors include rewarding extrinsically motivated student by recognizing their performance and mentoring students who lack self-efficacy. </jats:p

WORK-FAMILY CONFLICT AND SOURCES OF SUPPORT AMONGST MALAYSIAN DUAL-CAREER EMPLOYEES

As the number of dual-career employees entering the workplace increases, it is important to understand how the integration of work and family responsibilities influences work outcomes. The current study examined occupational role salience, work-family conflict, basic understandings, spousal support, and organizational support as predictors of work satisfaction. One hundred and sixteen dual-career faculty and staff from three Malaysian universities completed a survey questionnaire. Results from stepwise regression analyses showed that across all employees, work-family conflict was the most significant predictor of work satisfaction. More specifically, for male employees, spousal support was the most important predictor of work satisfaction followed by work-family conflict. Interestingly, for female employees, work-family conflict was the most significant predictor followed by organizational support. These results suggest that dual-career employees who find family responsibilities intruding into their work activities are likely to experience lesser work satisfaction. Dual-career employees receiving support and encouragement from a spouse or from the employing organization are more likely to experience increased work satisfaction