FACTORS
T-tests were conducted to determine whether differences existed in the responses received to the various sections based on selected factors, namely teaching experience, research experience, age, ethnicity, employment status, position held, year of experience and years of academic experience.
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Teaching experience (B Teaching) and results for Section C 5.4.1
(employee needs and expectations) and Section D (retention strategies)
For this section, the respondents were divided into two groups, those with less teaching experience and those with more (based on the responses given to Section B Teaching). The responses of these two groups to the selected factors in Section C and D were then compared.
Table 5.15 shows the results obtained for those with less teaching experience and those with more teaching experience for Section C.
Table 5.15: T-test results for responses to Section C factors by teaching experience (0.51) in the responses of those with less teaching experience and those with more teaching experience in terms of C.Factor2 (empowerment). There were no significant differences for the other factors in Section C based on teaching experience.
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Table 5.16 compares the results obtained for those with less teaching experience and those with more teaching experience for Section D.
Table 5.16: T-test results for responses to Section D factors by teaching experience the responses of those respondents with less teaching experience and those with more teaching experience with regard to the following factors: D.Factor1 (growth and development), D.Factor2 (empowerment), D.Factor3 (work context), D.Factor5 (recognition) and D.Factor6 (supportive organisational culture). There were no significant differences for the other factors in Section D.
It can therefore be concluded that there was not much difference in the needs and expectations of academics based on their level of teaching experience, except for recognition. There were, however, small differences in terms of the extent to which they believed NMMU did use appropriate retention strategies.
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Research experience (B Research) and results for Section C 5.4.2
(employee needs and expectations) and Section D (retention strategies)
For this section the respondents were divided into two groups, those with less research experience and those with more research experience. The responses of these two groups to the selected factors in Section C and D were then compared.
Table 5.17 shows the results obtained for those with less research experience and those with more research experience for Section C.
Table 5.17: T-tests for responses to Section C factors by research experience (0.41) in the responses of those with less research experience and those with more research experience in terms of C.Factor5 (recognition). There were no significant differences for the other factors in Section C based on research experience.
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The conclusion is therefore that academics, irrespective of their research experience, have similar needs and expectations, except in terms of recognition.
Table 5.17 shows the results obtained for those with less research experience and those with more research experience for Section D.
Table 5.18: T-tests for responses to Section D factors by research experience
Variable Section B (Research) Mean S.D Diff t
p (d.f. 134)
Cohen's d
D.Factor1 Lower scores 3.42 0.95 -0.03 -0.18 .854 n/a
Higher scores 3.45 0.91
D.Factor2 Lower scores 3.38 0.86 0.03 0.18 .858 n/a
Higher scores 3.35 0.94
D.Factor3 Lower scores 3.83 0.86 0.00 -0.02 .983 n/a
Higher scores 3.83 0.76
D.Factor4 Lower scores 2.93 1.17 0.11 0.54 .593 n/a
Higher scores 2.82 1.18
D.Factor5 Lower scores 3.01 1.02 -0.13 -0.73 .465 n/a
Higher scores 3.14 1.01
D.Factor6 Lower scores 3.28 1.04 0.06 0.35 .728 n/a
Higher scores 3.22 0.93
From this analysis, it is evident that there is a no significant difference in the responses of those with less research experience and those with more research experience in terms of responses to Section D.
It can therefore be concluded that level of research experience did not have an influence on the needs and expectations and perceptions of the retention strategies used at NMMU among academics in this sample group.
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Results for Section B (teaching and research experience), Section 5.4.3
C (employee needs and expectations) and Section D (retention strategies) based on age
For this section, the respondents were divided into two groups, those respondents between the ages of 18 and 49 and those respondents who were 50 years and older. The responses of these two groups to the selected factors in Section B, C and D were then compared.
Table 5.19 shows the results obtained for those respondents between the ages of 18 and 49 and those 50 years and older for Section B.
Table 5.19: T-tests results for responses to Section B by age
Variable Age n Mean S.D Diff t d.f.
p (d.f.=134)
Cohen's d
B Teaching 18- 49 71 2.91 0.82 -0.36 -2.52 134 .013 0.43
50 + 65 3.28 0.87
Small
B Research 18- 49 71 2.52 1.26 -0.35 -1.67 134 .097 n/a
50 + 65 2.87 1.17
From this analysis, it is evident that there is a small significant difference (0.43) in the responses of those respondents between the ages of 18 and 49 and those 50 years and older in terms of B (Teaching. There were no significant differences for B (Research) based on age.
The results do suggest that academics younger than 50 years, as a cohort, have similar levels of research experience than those who are older.
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Table 5.20 shows the results obtained for those respondents between the ages of 18 and 49 and those 50 years and older for Section C.
Table 5.20: T-tests results for responses to Section C by age
From this analysis, it is evident that there are small significant differences in the responses of those respondents between the ages of 18 and 49 and those 50 years and older with regard to the following factors: C.Factor1 (growth and development), C.Factor3 (work context) and C.Factor5 (recognition). There were no significant differences for the other factors in Section C.
Variable Age n Mean S.D Diff t d.f. p
(d.f.=134)
Cohen's d C.Factor1 18- 49 71 4.42 0.49 0.20 2.02 134 .045 0.35
50 + 65 4.22 0.65 Small
C.Factor2 18- 49 71 4.23 0.57 0.05 0.44 134 .664 n or a 50 + 65 4.18 0.67
C.Factor3 18- 49 71 4.30 0.51 0.18 1.99 134 .049 0.34
50 + 65 4.12 0.53 Small
C.Factor4 18- 49 71 4.36 0.73 0.20 1.45 134 .149 n/a 50 + 65 4.16 0.89
C.Factor5 18- 49 71 4.19 0.63 0.33 2.71 134 .008 0.46
50 + 65 3.85 0.81 Small
C.Factor6 18- 49 71 4.22 0.76 0.15 1.19 134 .236 n/a 50 + 65 4.07 0.74
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Table 5.21 shows the results obtained for those respondents between the ages of 18 and 49 and those 50 years and older for Section D.
Table 5.21: T-tests results for responses to Section D by age
Variable Age n Mean S.D Diff t d.f. p
(d.f.=134)
Cohen's d D.Factor1 18- 49 71 3.39 0.94 -0.11 -0.69 134 .488 n/a
50 + 65 3.50 0.92
D.Factor2 18- 49 71 3.35 0.82 -0.02 -0.15 134 .882 n/a 50 + 65 3.38 0.98
D.Factor3 18- 49 71 3.87 0.81 0.08 0.59 134 .553 n/a
50 + 65 3.79 0.81
D.Factor4 18- 49 71 2.81 1.11 -0.14 -0.68 134 .499 n/a 50 + 65 2.95 1.23
D.Factor5 18- 49 71 3.04 0.95 -0.06 -0.36 134 .722 n/a 50 + 65 3.11 1.09
D.Factor6 18- 49 71 3.21 0.92 -0.08 -0.48 134 .632 n/a 50 + 65 3.29 1.05
From this analysis, it is evident that there are no significant differences in the responses of those respondents between the ages of 18 and 49 and those 50 years and older with regard to Section D.
Results for Section B (teaching and research experience), Section 5.4.4
C (employee needs and expectations) and Section D (retention strategies) based on ethnicity
For this section the respondents were divided into two groups, white and non-white. The responses of these two groups to the selected factors in Sections B, C and D were compared.
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Table 5.22 shows the results obtained for Section B based on ethnicity.
Table 5.22: T-tests results for responses to Section B by ethnicity
Variable Ethnicity n Mean S.D Diff t d.f. p (0.45) in the responses of white and non-white respondents with regard to B (Teaching). With regard to B (Research) there is a medium significant difference (0.57) in the responses of whites and non-white respondents. The responses do suggest differences in the academic experience of white and non-white respondents.
Table 5.23 shows the results obtained for Section C based on ethnicity.
Table 5.23: T-tests results for responses to Section C by ethnicity
Variable Ethnicity n Mean S.D Diff t d.f. p
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From this analysis, it is evident that there are small significant differences in the responses of white and non-white respondents with regard to the following factors: C.Factor1 (growth and development), C.Factor3 (work context) and C.Factor5 (recognition). There were no significant differences for the other factors in Section C.
Table 5.24 shows the results obtained for Section D based on ethnicity.
Table 5.24: T-tests results for responses to Section D by ethnicity
Variable Age n Mean S.D Diff t d.f. p
(d.f.=134)
Cohen's d D.Factor1 18- 49 71 3.39 0.94 -0.11 -0.69 134 .488 n/a
50 + 65 3.50 0.92
D.Factor2 18- 49 71 3.35 0.82 -0.02 -0.15 134 .882 n/a 50 + 65 3.38 0.98
D.Factor3 18- 49 71 3.87 0.81 0.08 0.59 134 .553 n/a
50 + 65 3.79 0.81
D.Factor4 18- 49 71 2.81 1.11 -0.14 -0.68 134 .499 n/a 50 + 65 2.95 1.23
D.Factor5 18- 49 71 3.04 0.95 -0.06 -0.36 134 .722 n/a 50 + 65 3.11 1.09
D.Factor6 18- 49 71 3.21 0.92 -0.08 -0.48 134 .632 n/a 50 + 65 3.29 1.05
From this analysis, it is evident that there are no significant differences in the responses to Section D based on ethnicity.
It can therefore be concluded that, based on the results, there are differences in the academic experience of whites and non-white academics at NMMU, and differences in their needs and expectations with regard to especially work context, but also growth and development and a supportive organisational culture. However, there were no differences in terms of how these two cohorts perceived the retention strategies.
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Results for Section B (teaching and research experience), Section 5.4.5
C (employee needs and expectations) and Section D (retention strategies) based on employment status
For this section, the respondents were divided into two groups, those respondents that were permanently employed and those on contract or retired. The responses of these two groups to the selected factors in Section B, C and D were then compared.
Table 5.22 shows the results obtained for those respondents that were permanently employed and those on contract or retired for Section B.
Table 5.25: T-tests results for Section B by employment status
Variable
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Table 5.26 shows the results obtained for those respondents that were permanently employed and those on contract or retired for Section C.
Table 5.26: T-tests results for Section C by employment status
Variable Employment
status n Mean S.D Diff t d.f. p
(d.f.=134)
Cohen's d
C.Factor1 Permanent 105 4.31 0.58 -0.06 -0.51 134 .613 n/a contract or
retired 31 4.37 0.57
C.Factor2 Permanent 105 4.22 0.60 0.05 0.40 134 .686 n/a contract or
retired 31 4.17 0.68
C.Factor3 Permanent 105 4.24 0.51 0.12 1.12 134 .263 n/a contract or
retired 31 4.12 0.57
C.Factor4 Permanent 105 4.28 0.82 0.08 0.47 134 .641 n/a contract or
retired 31 4.20 0.82
C.Factor5 Permanent 105 4.01 0.73 -0.10 -0.65 134 .515 n/a contract or
retired 31 4.10 0.77
C.Factor6 Permanent 105 4.12 0.75 -0.12 -0.75 134 .455 n/a contract or
retired 31 4.24 0.79
From this analysis, it is evident that there was no significant difference in the responses of permanently employed respondents and those on contract or retired for Section C.
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Table 5.27 shows the results obtained for those respondents that were permanently employed and those on contract or retired for Section D.
Table 5.27: T-tests results for Section D by employment status
Variable differences for the other factors in Section D.
In conclusion, the results suggest differences in teaching and research experience for permanently employed employees and those on contract or retired, no differences in needs and expectations and large differences in how they perceive the work context as a retention factor. As explained earlier, the sub-section “work context” obtained a lower Cronbach alpha and should be read with caution.
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Results for Section B (teaching and research experience), Section 5.4.6
C (employee needs and expectations) and Section D (retention strategies) based on position
For this section the respondents were divided into two groups, namely associate lecturer or lecturers and senior lecturer or professors. The responses of these two groups to Section B, C and D were then compared.
Table 5.28 shows the results obtained for associate lecturers or lecturers and senior lecturers or professors for Section B.
Table 5.28: T-tests results for Section B by position
Variable Position n Mean S.D Diff t d.f. (0.80) in the responses of associate lecturers or lecturers and senior lecturers or professors with regard to B (Teaching). With regard to B (Research), there is a large significant difference (1.45) in the responses of associate lecturers or lecturers and senior lecturers or professors. These results were expected as one would assume academics are appointed and promoted based on academic experience.
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Table 5.29 shows the results obtained for those respondents that were employed as associate lecturers or lecturers and senior lecturers or professors for Section C.
Table 5.29: T-tests results for Section C by position
Variable Position n Mean S.D Diff t d.f. p
From this analysis, it is evident that there were no significant differences in the responses of associate lecturers or lecturers and senior lecturers or professors for Section C.
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Table 5.30 shows the results obtained for those respondents that were employed as associate lecturers or lecturers and senior lecturers or professors for Section D.
Table 5.30: T-tests results for Section D by position
From this analysis, it is evident that there were no significant differences in the responses of associate lecturers or lecturers and senior lecturers or professors for Section D.
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The results show that even though there were differences in teaching and research experience based on position, no differences were found for needs and expectations and perceptions of retention factors.
Results for Section B (teaching and research experience), Section 5.4.7
C (employee needs and expectations) and Section D (retention strategies) based on length of service
For this section, the respondents were divided into two groups, those respondents employed for five years or less and those employed for more than five years. The responses of these two groups to the selected factors in Section B, C and D were then compared.
Table 5.31 shows the results obtained based on length of service for Section B.
Table 5.31: T-tests results for Section B by on length of service
Variable Years of service n Mean S.D Diff t d.f. p (d.f.=134)
Cohen's d B Teaching < 5 years 43 2.75 0.94 -0.49 -3.21 134 .002 0.59
5 years + 93 3.24 0.78 Medium
B Research < 5 years 43 2.27 1.27 -0.62 -2.79 134 .006 0.52
5 years + 93 2.89 1.16 Medium
From this analysis, it is evident that there was a medium significant difference (0.59) in the responses of those respondents employed for five years or less and for those employed for more than five years with regard to B (Teaching).
With regard to B (Research) there was a medium significant difference (0.52) in the responses of these two cohorts.
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Table 5.32 shows the results obtained for those respondents for Section C based on length of service.
Table 5.32: T-tests for Section C by length of service
Variable Years of service n Mean S.D Diff t d.f.
p (d.f.=134)
Cohen's d C.Factor1 < 5 years 43 4.43 0.53 0.16 1.53 134 .128 n/a
5 years + 93 4.27 0.60
C.Factor2 < 5 years 43 4.21 0.65 0.00 0.01 134 .993 n/a
5 years + 93 4.21 0.60
C.Factor3 < 5 years 43 4.28 0.55 0.09 0.94 134 .347 n/a
5 years + 93 4.19 0.52
C.Factor4 < 5 years 43 4.28 0.85 0.02 0.14 134 .890 n/a
5 years + 93 4.26 0.80
C.Factor5 < 5 years 43 4.17 0.64 0.20 1.49 134 .139 n/a
5 years + 93 3.96 0.77
C.Factor6 < 5 years 43 4.24 0.85 0.14 0.98 134 .330 n/a
5 years + 93 4.10 0.71
From this analysis, it is evident that there was no significant difference in the responses based on length of service for Section C.
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Table 5.33 shows the results obtained for Section D based on length of service.
Table 5.33: T-tests for Section D by length of service
Variable Years of service n Mean S.D Diff t d.f.
From this analysis, it is evident that there was no significant difference in the responses for Section D based on length of service.
The results suggest that length of service did account for differences in teaching and research experience but that academics had similar needs and expectations and that they perceived retention strategies at NMMU as similar, irrespective of their length of service.
Results for Section B (teaching and research experience), Section 5.4.8
C (employee needs and expectations) and Section D (retention strategies) based on years of academic experience
For this section, the respondents were divided into two groups, those with five years or less academic service and those with five or more years of academic experience. The responses of these two groups to the selected factors in Section B, C and D were then compared.
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Table 5.34 shows the results obtained for Section B based on academic experience.
Table 5.34: T-tests results for Section B by years of academic experience
Variable
Years of Academic
experience n Mean S.D Diff t d.f.
p (d.f.=134)
Cohen's d B Teaching < 5 years 29 2.53 0.76 -0.71 -4.15 134 <.0005 0.87
5 years + 107 3.24 0.83 Large
B Research < 5 years 29 1.83 0.87 -1.10 -4.59 134 <.0005 0.96
5 years + 107 2.93 1.21 Large
From this analysis, it is evident that there was a large significant difference (0.87) in the responses of those respondents with less than five years academic experience and those with five or more years of academic experience with regard to B (Teaching). With regard to B (Research) there was also a large significant difference (0.96) in the responses of those respondents with less than five years academic experience and those with five years or more academic experience.
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Table 5.35 shows the results obtained for Section B based on years of academic experience
Table 5.35: T-tests results for Section C by years of academic experience
Variable
Years of academic experienc
e
n Mean S.D Diff t d.f. p
(d.f.=134)
Cohen's d
C.Factor1 < 5 years 29 4.40 0.56 0.10 0.83 134 .407 n/a 5 years + 107 4.30 0.59
C.Factor2 < 5 years 29 4.13 0.62 -0.10 -0.74 134 .460 n/a 5 years + 107 4.23 0.61
C.Factor3 < 5 years 29 4.26 0.55 0.05 0.45 134 .656 n/a 5 years + 107 4.21 0.52
C.Factor4 < 5 years 29 4.22 0.93 -0.06 -0.34 134 .732 n/a 5 years + 107 4.28 0.79
C.Factor5 < 5 years 29 4.11 0.68 0.10 0.65 134 .515 n/a 5 years + 107 4.01 0.75
C.Factor6 < 5 years 29 4.25 0.71 0.13 0.85 134 .397 n/a 5 years + 107 4.12 0.77
From this analysis, it is evident that there were no significant difference in the responses of respondents based on academic experience and responses to Section C.
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Table 5.36 shows the results obtained for Section D based on years of academic experience.
Table 5.36: T-tests results for Section D by years of academic experience
From this analysis, it is evident that there were no significant difference in the responses of respondents based on academic experience and responses to Section D.
The results suggest that academics, irrespective of academic experience, had similar needs and expectations and views of the retention strategies used at NMMU.
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ANALYSIS OF VARIANCE (ANOVA) FOR RESULTS BASED ON