.05). Significant distinctions are not observed among the findings when faculty worked at, title and professional seniority variable are analyzed (p>.05). The finding of the study done by Calik and others (2012) that the attitudes towards the female administrators do not differ with regard to teachers’ age and professional seniority does also coincides with the findings of this study. Results and Recommendations According to results of this study that aims to determine the attitudes of faculty members working at the universities towards female administrators, faculty members usually own positive attitudes towards female administrators. Moreover, the attitudes of those faculty members towards female administrators in the concept of “professional ethics” is found out to be the highest score whereas the concept “professional role behaviours” is observed to be scored the lowest. Therefore, the opinion of the faculty members’ liking the concept of professional ethics of female administrators more than the other concepts is prevalent. When analyzed with reference to gender variable, the female faculty members towards female administrators own a more positive attitude in the concept of “professional role behaviours” than the male participants do whereas scores of female participants for the concepts of “relational role behaviours” and “professional ethics” for female administrators are found more than the scores of male participants. However, this difference is not found as significant statistically. In another words, it is determined that attitudes of female faculty members towards female administrators in the concept of professional role behaviours are more positive than attitudes of male faculty members. In addition to that, it is found that attitudes of different genders towards female administrators regarding relational role behaviours and professional ethics are similar. When analysis is made in accordance with the faculty worked at, title and professional seniority variables, there is seen no significant difference among the findings and so attitudes towards female administrators do not differ with regard to the faculty worked at, title and professional seniority. As for future studies, a more elaborated and detailed researches can be realized with the involvement of the faculties that do not have a female vice dean or dean. Moreover, a more thorough analysis can executed by means of data triangulation with the help of qualitative research methods like interviews and observations in addition to the quantitative findings of this research. Also, studies regarding to supporting the female faculty members for being an administrator and developing management skills of present female administrators can be regulated and organized due to the rarity of female administrators working in the universities."> [PDF] ÜNİVERSİTELERDE GÖREV YAPAN ÖĞRETİM ELEMANLARININ KADIN YÖNETİCİLERE YÖNELİK TUTUMLARI | [PDF] ATTITUDES OF FACULTY MEMBERS TOWARDS FEMALE ADMINISTRATORS AT UNIVERSITIES .05). Significant distinctions are not observed among the findings when faculty worked at, title and professional seniority variable are analyzed (p>.05). The finding of the study done by Calik and others (2012) that the attitudes towards the female administrators do not differ with regard to teachers’ age and professional seniority does also coincides with the findings of this study. Results and Recommendations According to results of this study that aims to determine the attitudes of faculty members working at the universities towards female administrators, faculty members usually own positive attitudes towards female administrators. Moreover, the attitudes of those faculty members towards female administrators in the concept of “professional ethics” is found out to be the highest score whereas the concept “professional role behaviours” is observed to be scored the lowest. Therefore, the opinion of the faculty members’ liking the concept of professional ethics of female administrators more than the other concepts is prevalent. When analyzed with reference to gender variable, the female faculty members towards female administrators own a more positive attitude in the concept of “professional role behaviours” than the male participants do whereas scores of female participants for the concepts of “relational role behaviours” and “professional ethics” for female administrators are found more than the scores of male participants. However, this difference is not found as significant statistically. In another words, it is determined that attitudes of female faculty members towards female administrators in the concept of professional role behaviours are more positive than attitudes of male faculty members. In addition to that, it is found that attitudes of different genders towards female administrators regarding relational role behaviours and professional ethics are similar. When analysis is made in accordance with the faculty worked at, title and professional seniority variables, there is seen no significant difference among the findings and so attitudes towards female administrators do not differ with regard to the faculty worked at, title and professional seniority. As for future studies, a more elaborated and detailed researches can be realized with the involvement of the faculties that do not have a female vice dean or dean. Moreover, a more thorough analysis can executed by means of data triangulation with the help of qualitative research methods like interviews and observations in addition to the quantitative findings of this research. Also, studies regarding to supporting the female faculty members for being an administrator and developing management skills of present female administrators can be regulated and organized due to the rarity of female administrators working in the universities.">

ÜNİVERSİTELERDE GÖREV YAPAN ÖĞRETİM ELEMANLARININ KADIN YÖNETİCİLERE YÖNELİK TUTUMLARI

Bu çalışma, üniversitelerde görev yapan öğretim elemanlarının kadın yöneticilere yönelik tutumlarını incelemeyi amaçlamaktadır. Tarama modelinde desenlenen çalışmanın katılımcılarını, Afyon Kocatepe Üniversitesi'nde dekanları veya dekan yardımcıları kadın olan fakültelerde görev yapan 100 öğretim elemanı oluşturmaktadır. Veri toplama aracı olarak Aycan, Bayazit, Berkman ve Boratav (2011) tarafından geliştirilen, 7'li Likert tipinde 27 maddeden oluşan "Kadın Yöneticilere Karşı Tutum Ölçeği" kullanılmıştır. Ölçeğin yapı geçerliğini belirlemek üzere yapılan DFA sonucunda, ölçeğin orijinal formunda olduğu gibi üç faktörlü bir yapıya sahip olduğu tespit edilmiştir. Yapılan güvenirlik analizi sonucunda ölçeğin Cronbach Alpha değeri .94 olarak tespit edilmiştir. Yapılan incelemeler sonucunda, verilerin tüm faktörlerde normal dağılım gösterdiği anlaşılmıştır. Kadın yöneticilere karşı tutumun cinsiyet değişkenine göre farklılaşıp farklılaşmadığını belirlemek için t testi, görev yaptıkları fakülte, unvan ve meslekteki kıdem değişkenlerine göre farklılaşıp farklılaşmadığını belirlemek için One-Way ANOVA testi uygulanmıştır. Araştırma sonuçlarına göre, üniversitelerde görev yapan öğretim elemanları genel olarak olumlu tutumlara sahiptir. Öğretim elemanlarının kadın yöneticilere yönelik tutumlarının "çalışma ahlakı" boyutunda diğer boyutlara göre daha yüksek puana, "görev rol davranışları" boyutunda ise diğer boyutlara oranla daha düşük puana sahip olduğu gözlenmiştir. Kadın katılımcıların kadın yöneticileri "görev rol davranışları" boyutunda erkek katılımcılardan daha olumlu buldukları sonucuna ulaşılırken "ilişkisel rol davranışları" ve "çalışma ahlakı" boyutlarında da kadın katılımcıların kadın yöneticilere yönelik puanları erkek katılımcıların puanlarından yüksek çıkmış ancak bu fark istatistiksel olarak anlamlı bulunmamıştır. Görev yapılan fakülte, unvan ve mesleki kıdem değişkenlerine göre inceleme yapıldığında bulgular arası anlamlı farklılıklar görülmemiştir

ATTITUDES OF FACULTY MEMBERS TOWARDS FEMALE ADMINISTRATORS AT UNIVERSITIES

This study aims at analyzying the attitude of faculty members towards female administrators at universities. It was designed as a scanning based study. The participants are 100 faculty members at Kocatepe University whose deans or vice deans are females. The data of the study were collected through the administration of the “scale of attitudes towards female administrators”, which was developed by Aycan, Bayazit, Berkman and Boratav (2011). The scale covers 27 items which are designed as 7 point Likert type scale. In order to establish the construct validity of the scale the DFA was used and found that the scale, as the original one, has three factors. The Cronbach Alpha coefficient of the scale is found to be .94. the analyses showed that the data are normally distributed in all factors. In order to see whether or not gender has a significant effect on the attitudes towards female administrators ttest was employed. One-way ANOVA was used to determine the effects of the faculty where the participants worked, title and professional seniority on the attitudes towards female administrators. The findings showed that the participants generally had positive attitudes towards the female administrators at the university. The particpants’ attitudes towards female university administrators were much higher on the dimension of “professional ethics” and much less on the dimension of “professional role behaviours”. On the other hand, female participants had much higher levels of positive attitudes towards female university administrators regarding the dimension of “professional role behaviours”. They also had much higher levels of positive attitudes towards female university administrators regarding the dimensions of “relational role behaviours” and “professional ethics”. However, concerning these two dimensions the difference between female and male participants was found not to be statistically significant. The faculty where the participants worked, title and professional seniority were all found no significant effect on the attitudes of the participants towards female administrators The women supported the economic growth in a range of changing status by means of different activities. Although the women have approximately the half of the world population, they do not the same share in business life. (Örücü, Kılıç, ve Kılıç; 2007). It is gripping that number of the women who own the administrator title in education organizations in Turkey is few and the similar situation is valid in the universities, as well. Female academicians in Turkey, like in the rest of the world, have important sex related problems and their absence in decision mechanism or in other words their rather low representation rates in university management is one of the leading problems (Sugur and Cangöz, 2016). Therefore, this study aims examine the attitude of faculty members in universities towards female administrators. Sub aims of the study are listed below in line with the aim of the study: 1. Examining whether attitudes of the faculty members in the universities towards female administrators vary in accordance with gender 2. Examining whether attitudes of the faculty members in the universities towards female administrators vary in accordance with the faculties that those faculty members work in 3. Examining whether attitudes of the faculty members in the universities towards female administrators vary in accordance with the titles of the faculty members 4. Examining whether attitudes of the faculty members in the universities towards female administrators vary in accordance with the professional seniority the faculty members own. Conceptual Framework of the Study Topic A good part of the women cannot participate in the labor market due to the bad conditions like high unemployment rate, working deprived from social security, long working hours and heavy work conditions (Koçak and Hayran, 2011). Despite some social developments and changes, the disclosed numbers prove the existent problems blocking the women from actively taking part in the management (Can, 2008). Although the women’s participation in the management and decision making process is one of the fundamental elements of the democracy, it is difficult to claim that there presents a sexual equality in those areas in Turkey and the rest of the world. The women are represented insufficiently in every field of social life, management and decision making process and particulary in political life (Sugur and Cangöz, 2016). As Kabasakal expresses (1998; Akt: Suğur and Cangöz, 2016), senior level chairmanship is open to a limited part of Turkish women and moreover only those women who come from upper socioeconomic classes and get out of the passive roles that the society expects to be carried out and surpass the stereotyped value judgements related to sex can reach to titles in top management. Considering education organizations, it is salient that the number of female administrators is few and the number of studies regarding female administrators are increasing (Bastug and Celik, 2011; Can, 2008; Calik, Kosar and Dagli 2012; Celikten, 2004; Sugur and Cangoz, 2016; Tan; 2008). Rarity of women who own the administrator titles in education organizations in Turkey is notable. Academicians in Turkey, like in the rest of the world, have important sex related problems and their absence in decision mechanism or in other words their rather low representation rates in university management is one of the leading problems (Sugur and Cangöz, 2016). There exists no high percentage of female academicians involvement in the management structure in the universities and positions like Higher Education Council Membership, Dean of Faculty and Presidency of University are kept on to be fulfilled by men predominantly. What is more, the women who can only be represented in the level of Vice Dean at the most (27,6%) in the universities are able to get only 1 Vice Presidency of university over 10 with the decreasing rates in the upward hierarchy (Tan,2008). Ensuring social gender equality in the management has a real importance in strengthening social position of the women in Turkey and the world rather than transferring knowledge and skills of the women to administrative level and enabling economic growth (Sugur and Cangoz; 2016). In this context, studies regarding the woman executives who are in charge in the universities are much more required and also it is considered that defining the attitudes towards the female administrators will contribute to literature significantly. Methodology This study realized with the intent of defining the attitudes towards woman female administrators who work in the universities is structured and figured with research scanning model. The universe of research is formed by faculty members working at Afyon Kocatepe University. The faculty members who work at the universities where deans and vice deans are female compose the research participants. However, 100 faculty members who perform their duties at Faculty of Engineering, Fine Arts, Islamic Sciences and Veterinary where vice dean positions are filled with female academicians form the research sample because there exists no women academician as dean in charge of any faculty. “Attitude Towards Woman executives Scale” developed by Aycan, Bayazit, Berkman and Boratav (2011) is utilized in this study. The scale covers 27 items which are designed as 7 point Likert type scale. The scale shows a three factor structure comprised of “professional role behaviours”, “relational role behaviours” and “professional ethics”. In order to establish the construct validity of the scale the DFA was used and found that the scale, as the original one, has three factors. The Cronbach Alpha coefficient of the scale is found to be .94. One Sample Kolmogorov-Smirnov Test is applied to examine data distribution in the study and skewness coefficients are determined. It is retained that scores do not show an important deviation from normal distribution. Therefore, parametric test are applied for data analysis and in order to see whether or not gender has a significant effect on the attitudes towards female administrators t-test was employed. One-way ANOVA was used to determine the effects of the faculty where the participants worked, title and professional seniority on the attitudes towards female administrators. Findings and Discussion According to descriptive statistics, it is seen that faculty members own an attitude in the level of “I agree little” (X= 4.76, S= .96). When the attitudes of the faculty members working at the universities towards female administrators are examined under concepts of “professional role behaviours”, “relational role behaviours” and “professional ethics”, the lowest average are retained from “professional role behaviours” (X= 4.69, S= 1.05) whereas the highest average are obtained from “professional ethics” (X= 5.02, S= 1.22). In accordance with the study Celik carried on (2008), teachers, administrators and primary education supervisors also scored female administrator’s “professional ethics” concept higher than the others, which coincides with findings of this study. Another study done by Calik and other (2012) shows that teachers scored female administrator’s “professional role behaviours” concept higher than other concepts. When analyzed with regard to gender variable, it turns out that “professional role behaviours” concept of the attitudes of the faculty members differs depending on the this variable in the significant level (t(98) = 2.11, p< .05). It is seen that the average of attitudes of the female faculty members towards “professional role behaviours” concept of female administrators (X= 5.01) are higher than average of attitudes of male faculty members towards “professional role behaviours” of female administrators (X= 4.54). The finding obtained in the study realized by Calik and others (2012) that the attitudes of female teachers towards female administrators in the concepts of “professional role behaviours”, “relational role behaviours” and “professional ethics” are more positive than that of male teachers does also partly coincide with the findings of this study. The finding in the study done by Sertkaya, Onay and Ekmekci (2013) that the female attitudes towards female administrators are higher than that of male attitudes in sport organizations does also partly coincide with the findings of this study. It is found that the attitudes of the faculty members who work in the universities towards female administrators do not differ significantly regarding the concepts of “relational role behaviours” and “professional ethics” in accordance with gender variable (p>.05). Significant distinctions are not observed among the findings when faculty worked at, title and professional seniority variable are analyzed (p>.05). The finding of the study done by Calik and others (2012) that the attitudes towards the female administrators do not differ with regard to teachers’ age and professional seniority does also coincides with the findings of this study. Results and Recommendations According to results of this study that aims to determine the attitudes of faculty members working at the universities towards female administrators, faculty members usually own positive attitudes towards female administrators. Moreover, the attitudes of those faculty members towards female administrators in the concept of “professional ethics” is found out to be the highest score whereas the concept “professional role behaviours” is observed to be scored the lowest. Therefore, the opinion of the faculty members’ liking the concept of professional ethics of female administrators more than the other concepts is prevalent. When analyzed with reference to gender variable, the female faculty members towards female administrators own a more positive attitude in the concept of “professional role behaviours” than the male participants do whereas scores of female participants for the concepts of “relational role behaviours” and “professional ethics” for female administrators are found more than the scores of male participants. However, this difference is not found as significant statistically. In another words, it is determined that attitudes of female faculty members towards female administrators in the concept of professional role behaviours are more positive than attitudes of male faculty members. In addition to that, it is found that attitudes of different genders towards female administrators regarding relational role behaviours and professional ethics are similar. When analysis is made in accordance with the faculty worked at, title and professional seniority variables, there is seen no significant difference among the findings and so attitudes towards female administrators do not differ with regard to the faculty worked at, title and professional seniority. As for future studies, a more elaborated and detailed researches can be realized with the involvement of the faculties that do not have a female vice dean or dean. Moreover, a more thorough analysis can executed by means of data triangulation with the help of qualitative research methods like interviews and observations in addition to the quantitative findings of this research. Also, studies regarding to supporting the female faculty members for being an administrator and developing management skills of present female administrators can be regulated and organized due to the rarity of female administrators working in the universities.

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