Reginald Holloway - Academia.edu (original) (raw)

Papers by Reginald Holloway

Research paper thumbnail of The Gender Inequity Misconception: How Texas Female Business School Faculty are Smashing the Glass Ceiling

Journal of Management Policy and Practice

We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for m... more We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for main effects and interaction effects. Moreover, we used Chi-Square to test the other two hypotheses. Of the nine, five were significant, with p< .001 in three cases. The dependent variable was 755 business school faculty's salaries from 12 institutions of higher learning. The independent variables were gender, rank and Carnegie classifications. Herzberg's (1964) theory suggests that salary, rank, and job security are extrinsic motivators and the presence of these hygiene factors is associated with lower levels of dissatisfaction, and when they are lacking dissatisfaction increases. Our findings contradict gender inequity problems reported in the literature. Moreover, we found women are earning equal pay to men in the 12 Texas business schools we compared across ranks and Carnegie classifications—and in one class they exceeded male salaries across all ranks. Therefore, we argue ...

Research paper thumbnail of Faculty Perceptions and Encounters With Disrespectful Student Behavior

What behaviors are considered disrespectful by today's faculty members? What behaviors are co... more What behaviors are considered disrespectful by today's faculty members? What behaviors are considered acceptable? Are college professors' demographic characteristics significantly related to their perceptions and actual encounters with students' disrespectful behavior? This study, based on a survey of members listed in the Association to Advance Collegiate Schools of Business (AACSB) International directory, was motivated by these and related questions. Findings suggest that business professors' perceptions of students' disrespectful behavior were not always congruent with the encounters they reported on the survey instrument. Rank and employment status using ANOVA tests and Independent Samples T-Tests were significantly different with p < .05 and p < .001 respectively when compared to derived factors. Professors perceive a prudent student to be the converse of a disrespectful one.

Research paper thumbnail of The Gender Inequity Misconception: How Texas Female Business School Faculty are Smashing the Glass Ceiling

Journal of Management Policy and Practice, 2014

We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for m... more We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for main effects and interaction effects. Moreover, we used Chi-Square to test the other two hypotheses. Of the nine, five were significant, with p< .001 in three cases. The dependent variable was 755 business school faculty's salaries from 12 institutions of higher learning. The independent variables were gender, rank and Carnegie classifications. Herzberg's (1964) theory suggests that salary, rank, and job security are extrinsic motivators and the presence of these hygiene factors is associated with lower levels of dissatisfaction, and when they are lacking dissatisfaction increases. Our findings contradict gender inequity problems reported in the literature. Moreover, we found women are earning equal pay to men in the 12 Texas business schools we compared across ranks and Carnegie classifications-and in one class they exceeded male salaries across all ranks. Therefore, we argue that gender inequity is a misconception when it comes to Texas business school faculty's salaries. Furthermore, we argue females are no more dissatisfied than males when salary is the gauge for dissatisfaction.

Research paper thumbnail of The Gender Inequity Misconception: How Texas Female Business School Faculty are Smashing the Glass Ceiling

Journal of Management Policy and Practice

We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for m... more We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for main effects and interaction effects. Moreover, we used Chi-Square to test the other two hypotheses. Of the nine, five were significant, with p< .001 in three cases. The dependent variable was 755 business school faculty's salaries from 12 institutions of higher learning. The independent variables were gender, rank and Carnegie classifications. Herzberg's (1964) theory suggests that salary, rank, and job security are extrinsic motivators and the presence of these hygiene factors is associated with lower levels of dissatisfaction, and when they are lacking dissatisfaction increases. Our findings contradict gender inequity problems reported in the literature. Moreover, we found women are earning equal pay to men in the 12 Texas business schools we compared across ranks and Carnegie classifications—and in one class they exceeded male salaries across all ranks. Therefore, we argue ...

Research paper thumbnail of Faculty Perceptions and Encounters With Disrespectful Student Behavior

What behaviors are considered disrespectful by today's faculty members? What behaviors are co... more What behaviors are considered disrespectful by today's faculty members? What behaviors are considered acceptable? Are college professors' demographic characteristics significantly related to their perceptions and actual encounters with students' disrespectful behavior? This study, based on a survey of members listed in the Association to Advance Collegiate Schools of Business (AACSB) International directory, was motivated by these and related questions. Findings suggest that business professors' perceptions of students' disrespectful behavior were not always congruent with the encounters they reported on the survey instrument. Rank and employment status using ANOVA tests and Independent Samples T-Tests were significantly different with p < .05 and p < .001 respectively when compared to derived factors. Professors perceive a prudent student to be the converse of a disrespectful one.

Research paper thumbnail of The Gender Inequity Misconception: How Texas Female Business School Faculty are Smashing the Glass Ceiling

Journal of Management Policy and Practice, 2014

We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for m... more We used analysis of variance (ANOVA) with a 2x4x4 factorial design to test seven hypotheses for main effects and interaction effects. Moreover, we used Chi-Square to test the other two hypotheses. Of the nine, five were significant, with p< .001 in three cases. The dependent variable was 755 business school faculty's salaries from 12 institutions of higher learning. The independent variables were gender, rank and Carnegie classifications. Herzberg's (1964) theory suggests that salary, rank, and job security are extrinsic motivators and the presence of these hygiene factors is associated with lower levels of dissatisfaction, and when they are lacking dissatisfaction increases. Our findings contradict gender inequity problems reported in the literature. Moreover, we found women are earning equal pay to men in the 12 Texas business schools we compared across ranks and Carnegie classifications-and in one class they exceeded male salaries across all ranks. Therefore, we argue that gender inequity is a misconception when it comes to Texas business school faculty's salaries. Furthermore, we argue females are no more dissatisfied than males when salary is the gauge for dissatisfaction.