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首页> 外文学位 >Predictors of commitment to diversity by administrators, faculty, and staff in veterinary academia.
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Predictors of commitment to diversity by administrators, faculty, and staff in veterinary academia.

机译：兽医学院的管理人员，教职员工对员工多样性承诺的预测指标。

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Veterinary students, academics, and as a result, veterinary professionals are part of the least diverse health profession in the United States. While other health professions are successfully making strides at diversifying their workforce, veterinary medicine is still struggling with what it has now proclaimed to be an urgent professional need. This study explored the experiences and perceptions related to diversity of over 2,200 administrators, faculty, and staff at twenty-seven United States veterinary academic institutions.;Astin's Input-Environment-Output (I-E-O) model was used as a theoretical framework to present and explore posited predictors of one's personal commitment to diversity. Data was collected via a diversity climate survey that was distributed to all veterinary colleges and schools in the nation. Stepwise regression, t-tests, and one-way Analysis of Variance were performed on the data to determine what variables were predictive of individual commitment to diversity and to explore differences among demographic groups in how they respond to questions regarding their experiences and perceptions related to issues of diversity.;In alignment with other research on diversity, findings reveal that a consistent predictor of greater individual commitment to diversity is one's perception of a high level of institutional commitment to diversity. Perception of a low level of structural diversity within the institution is also a consistent predictor of greater individual commitment to diversity. Job status is the strongest demographic predictor with administrators and faculty both having a greater commitment to diversity than staff. Underrepresented minority and female respondents report more life experiences with discrimination and observations of on-campus discrimination than white and male respondents.;These findings are consistent with other climate research outcomes regarding diversity in higher education. The importance of these findings are discussed as are suggestions for future research and implications for practice. It is anticipated that these results will help inform policies as institutions of veterinary education seek to increase their diversity and create climates of inclusivity.
机译：兽医学生，学者，因此，兽医专业人员是美国多元化程度最低的卫生专业的一部分。尽管其他卫生专业人士在使员工队伍多元化方面取得了长足的进步，但兽医医学仍在努力解决现在被迫切需要的专业需求。这项研究探索了与27个美国兽医学术机构中超过2,200名管理人员，教职员工的多样性相关的经验和看法。; Astin的投入-环境-产出（IEO）模型被用作提出和探索的理论框架确定个人对多元化的个人承诺。数据是通过多样性气候调查收集的，该调查已分发给全国所有兽医学院和学校。对数据进行逐步回归，t检验和方差单向分析，以确定哪些变量可预测个体对多样性的承诺，并探讨不同人口群体在如何回答有关其经历和看法的问题上的差异。与其他有关多样性的研究相一致，研究结果表明，对个人对多样性的更大承诺的一致预测指标是人们对高水平的机构对多样性的承诺的感知。人们对机构内部结构多样性水平较低的看法也是个人对多样性的更大承诺的一致预测。工作状态是最强的人口预测指标，行政人员和教职员工比员工对多元化的承诺更大。代表性不足的少数族裔和女性受访者报告的生活经历和对校园内歧视的观察要比白人和男性受访者更多;这些发现与有关高等教育多样性的其他气候研究成果一致。讨论了这些发现的重要性以及对未来研究的建议以及对实践的启示。可以预料，随着兽医教育机构寻求增加其多样性并创造包容性气氛，这些结果将有助于为政策提供信息。

著录项

  • 作者

    Kovacs, Suzie J.;

  • 作者单位

    The Claremont Graduate University.;

  • 授予单位 The Claremont Graduate University.;
  • 学科 Veterinary science.;Science education.;Health education.;Higher education administration.;Educational sociology.
  • 学位 Ph.D.
  • 年度 2014
  • 页码 166 p.
  • 总页数 166
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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