STRUCTURAL MODEL FOR OCCUPATIONAL PRESTIGE IN FEMALE FACULTY IN AZAD UNIVERSITY OF IRANSHAHR
Corresponding author : Maryam Najafimoghadamnejhad
Faculty of Islamic Azad University - Iranshahr Branch _ SistanBaluchestan-Iran
iranedu@gmail.com
Seyed ahmad hashemi
Department of education, lamerd Branch, Islamic Azad University, Lamerd , iran
Rahmatollah Kharazmi rahimabadi
Chairman of Guilanan Special Education Association&Faculty in teacher training university Imam Ali(PBUH) ,Rasht,Guilan ,Iran
Abstract
The aim of the present study is to evaluate the Occupational Prestige in female faculty in Azad University of Iranshahr and to explain the phenomenon of occupational prestige and explanatory factors associated with Occupational Prestige, more over it has aimed to compare between male and female faculty. The sample consisted of 82 female faculty in Azad University of Iranshahr. They were completed the Barzegar and keshvari Occupational Prestige questionnaire (Brzegar 2004) and data were computed with descriptive analysis and Analytical statistic methods. The researchers develops theoretical arguments to explicate the mechanisms that generate the Inter subjective evaluation of the “social standings” of occupations and that give deference to occupations that can make legitimate claims on the bases of nature and reason. The results concerning the Occupational Prestige found that the level of female faculty in Occupational Prestige is less than some other occupations an we can develop an independent structural equation model in this area. The consequences of the study offer an opportunity for faculties and social administrators about the recent position of the attitudes about Occupational Prestige and finding the strategies to progress in this area.
Key words
Evaluate the Occupational Prestige, Female Faculty, Structural Equation Model.
INTRODUCTION
The need to understand which information are most important across a range of different contexts is increasingly recognized as a key priority for editorial contributions and social donations. It has been suggested that in the quarter century from 1975 to 2000 the notion of occupa- tional prestige has slowly evolved from being one where positions involving a high degree of education were considered most prestigious, to ones where some notion of “social worth” carrying the greater prestige (Goyder; 1005).
Occupational prestige (also known as job prestige) is a way for sociologists to describe the relative social class positions people have. It refers to the consensual nature of rating a job based on the belief of its worthiness. The term prestige itself refers to the admiration and respect that a particular occupation holds in a society. Occupational prestige is prestige independent of the particular individual who occupies a job. Sociologists have identified prestige rankings for more than 700 occupations based on results from a series of national surveys. They created a scale with 0 being the lowest possible score to 100 being the highest, and then ranked the occupations based on the results of the survey. Occupational prestige refers to the public perception of an individual’s social standing based on their professional position, rather than any unique personal attributes the individual holds.
The careers that attract the greatest occupational prestige may change over time depending on external events. Public perception of the integrity of an industry can alter the prestige associated with a particular profession. One of the interesting points in occupational prestige research is the method individuals use to rank careers. Some use the degree to which they would like the job themselves, for example, while others use the amount of scientific or specialist knowledge the individual needs to have to hold the position.
People rate the ‘general standing’ of an occupation (the most common question), which is taken to be a measure of occupational prestige and hence of the social status of occupations. Many other criteria have been proposed, including ‘social usefulness’ as well as ‘prestige’ and ‘status’ themselves. In order to obtain the scale of occupations (which is invariably taken to be national in application), respondents' ratings are aggregated.
Job prestige did not become a fully developed concept until 1947 when the National Opinion Research Center (NORC), under the leadership of Cecil C. North,[2] conducted a survey which held questions regarding age, education, and income in regard to the prestige of certain jobs. This was the first time job prestige had ever been researched, measured, and taught. Duncan's Socioeconomic Index (DSI) [3] became one of the most important outcomes of this survey, as it gave various occupational categories different scores based on the surveys results as well as the result of the 1950 Census of Population. During the 1960s the NORC did a second generation of surveys which became the basis for the socioeconomic status score until the 1980s as well as the foundation for Trieman's International Prestige Scale in 1977.
During the 1960s through the 1980s job prestige was calculated in a variety of different ways. People were given index cards with about 100 or so jobs listed on them and had to rank them from most to least prestigious. This ranking system was known as placing jobs in a "ladder of social standing." Another method they used in this time period was to have the respondents rank jobs on a "horizontal ruler" using specific guidelines such as estimated income, freedom of choice, and how interesting the job was. No matter what the method the outcomes were generally the same. Occupational prestige has been one of the most fascinating and puzzling social facts in sociological inquiries. On the one hand, it has been widely observed that there is a high consensus in occupational prestige ranking There are a great number of studies in the literature that address psychological techniques for Awareness of people in society about MANAGEMENT, however, there are only very few studies in populations of related to special problems of youths in this area. Thus, the dedications of this study are to assess the Faculties information and attitudes about Occupational Prestige in Iran.
Objectives
To investigate the Occupational Prestige in female faculty in Azad University of Iranshahr and to explain the phenomenon of occupational prestige and explanatory factors associated with Occupational Prestige. More over it has aimed to compare between male and female faculty.
METHODOLOGY
Sample:
The population of the study contains the female faculties in Azad University of Iranshahr. 82 Faculties were selected via random sampling the selected Faculties are chosen at random from the Faculties of Azad University of Iranshahr.
Method
A cross sectional study was conducted amongst Faculties. A structured questionnaire of 35 different statements concerning basic knowledge of them were distributed to the subjects). This study evaluated during the period october 2012 through to Jun 2013.
Tools
On the basis of a thorough review of literature and existing scales for measuring Occupational prestige, an appropriate device is prepared. Next, a questionnaire comprising of the observation and interview information from Faculties are prepared. The format of the proposed questionnaire is simple, direct and easily scorer friendly with 32 items. The reliability of sub-scales is assessed during the final administration data from which the researcher has used the internal consistency formula to find out the reliability of developed scales. The validity of the present scales is assessed by using of face validity.
Statistical Methods
The data compiled in this study analyzed with different statistical techniques in order to derive the stated objectives and make suitable inferences. Data analyzed using the SPSS (version 19) program and the statistical methods contain Chi-square test and two independent sample T test.
RESULTS AND CONCLUSION
Results
The results of the present study are divided into two parts:
a. According to the objectives of the current investigation, the response rate was 78.5%.. The analysis of data revealed that 97 percent of Faculties were aware of Occupational Prestige by its definition and its causation. 78 percent of the Faculties were married. 44 percent of the Faculties worked in technical branches and 66 percent in educational branches. 12 percent of the Faculties are located in the rural areas while 78 percent of the Faculties had an urban residence.
b. The last part of results concerning the attitudes about Occupational Prestige of the Faculties showed that Faculties attitudes about their Occupational Prestige in two Centers is significantly different and Faculties of technical Centers had a more positive attitudes about their Occupational Prestige. Regarding to gender differences also, the attitudes about Occupational Prestige of the male and female was not significantly different. The influence of gender and department on Faculties attitudes about Occupational Prestige.
Table 1 presents the scores of Faculties with respect of two independent variables (gender and department) on Faculties attitudes about Occupational Prestige.
The results of two independent samples T test are described below.
Table 1. Means, standard deviations and estimated two independent samples T test of gender and department) on Faculties awareness.
An inspection of the mean scores of technical and educational branch on table 4 below indicates that:
1. The Faculties of technical branches scored slightly higher on attitudes about Occupational Prestige (m = 69.85, SD = 9.37) than educational Faculties (m = 63.81, SD=3.13).
2. There are significantly differences between males and females on attitudes about Occupational Prestige. (m = 64.21, SD =4.15) for male and (m = 68.12, SD = 8.21) for female.
3. There are not significantly age differences attitudes about Occupational Prestige. (m = 73.62, SD =11.05) for below 45 and (m = 73.40, SD = 9.31) for more than 45 years.
Conclusion
The findings of the study suggest that the Faculties have a satisfactory level of essential knowledge on Occupational Prestige.
The first highlighted point in the present study is that the response rate was 78.5%. and it can be due to the social nature of Occupational Prestige in Iran and attitudes towards Occupational Prestige in the population. In the second part, it has revealed that Faculties attitudes about Occupational Prestige in two Centers (technical and educational) is significantly different and Faculties of technical Centers had a more positive level of knowledge concerning Occupational Prestige. Previous studies by (Mandelbrot , et al.2003) also showed this matter. With respect to the differences between age groups also it has found that the attitudes about Occupational Prestige of two gender was not significantly different but the scores of females significantly was more than males. It has shown also by the other researchers (Busch, 2003). The results of the present study will provide an opportunity for researchers, faculties and experts in social matters about the recent position of the attitudes about Prestige and finding the strategies to progress in this area. Moreover it can be one step ahead to help Faculties in deepen their knowledge and awareness of Faculties’ behavior.
Evidently some aspect of educational achievement is still important in to the notion of oc- cupational prestige. However, this may be linked indirectly through some mechanism such as the higher remuneration associated with positions held by the better educated. A wealth based idea of prestige would be inconsistent with social worth based ideas of occupational worth, and would form an alternative interpretive framework for these observations. A wealth based change in prestige could be investigated by observing the subjects income from their occupation. Age is also another significant factor. Age is negatively correlated with occupational prestige, although the model coefficient is positive (see Table 3 in Appendix A). This is an unexpected effect. Educational levels in the United States have been increasing, and it was thought that this might have explained this seeming negative correlation, as then one would be observing the confounded effects of age, education and prestige. In an attempt to resolve this anomalous the partial correlation matrix was calculated to control for the interrelationships between these variables. This is given as Table 2. The partial correlation table poses more questions than it answers. The themes of the posi- tive relationship between prestige, education and age are repeated, however, the relationship between education and age is now positive, although the strength is small. A further attempt was made to explain the negative relationship between age and occupa- tional prestige. It was notices that 38 of the individuals were above the usual retirement age of 65 years, or thereabouts. An increasing trend in the last decade or so has been towards retirees taking up relatively low paid, part time, and consequently low status, jobs in the service sector. This is partly to supplement whatever pension that person may have accrued during their working life, but also to provide some form of social interaction to individuals who are still active, and who are unprepared to go into a full retirement.
The final model of Effective Factors on Occupational Prestige in female faculty in Azad University of IranshahrREFERENCES
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موضوع: مقالات چاپ شده در مجلات خارجي غیر ISI
نويسنده: administrator
تاريخ: 26 بهمن 1392
بازديدها: 2066
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