Official websites use. Share sensitive information only on official, secure websites. Corresponding Author: Shane P. Desselle, E. Tel: Fax: E-mail: shane-desselle ouhsc. Many factors contribute to the vitality of an individual faculty member, a department, and an entire academic organization. Some of the relationships among these factors are well understood, but many questions remain unanswered. Among all 4 resides the need to consider issues of intergenerational, intercultural, and gender dynamics.
This paper reports the findings of the task force and proffers specific recommendations to AACP and to colleges and schools of pharmacy. Keywords: faculty workforce, faculty recruitment, organizational culture, department chair, mentorship. This paper reports the findings from execution of one of those charges, which was to identify mechanisms, resources, and policies that could be developed and implemented within colleges and schools of pharmacy that would enhance the quality of work life of faculty members.
Previous studies and task force reports 1 , 2 proffer seemingly reasonable and prudent ideas in this area; however, many questions remain unanswered, and there is a critical need for further study in this area, especially in pharmacy, but even in the broader arena of higher education. There are many ways to approach the multidimensional constructs governing the quality of faculty work life. Much has been written on it and related concepts, such as work satisfaction, stress, burnout, work-home balance, commitment, collegiality, organizational citizenship behaviors, and turnover.
The large amount of available literature is both a boon and a hurdle to researchers and to administrators looking for guidance. It is relatively easy to find solutions to specific questions, but difficult to approach larger problems whose interdependence still is not fully comprehended. Additionally, critical themes related to faculty gender, cultural issues, and generational dynamics, 3 are highlighted and interwoven throughout discussion of the 4 central themes of this report.
Froh described how a college climate can help maximize faculty effectiveness, making use of intrinsic rewards of academic work to improve its quality and reach new levels of understanding. Drucker explained that workers in the s were told what to contribute to an organization. Building a sense of community among faculty members is critical for organizational effectiveness.
