Religion/spirituality is a salient facet of identity for many college students, yet addressing issues related to spirituality/religion is contentious in many higher education institutions. Prior research has shown that various other facets of identity, including race/ethnicity, gender, and sexual orientation, affect a student’s perception of campus climate, but religious/spiritual identity has not been examined in the same manner. Using confirmatory factor analysis and structural equation modeling, this study empirically tests the addition of religion/spirituality to the campus climate theory developed by Hurtado et al. (1999). Data came from the 2010 College Senior Survey administered by the Higher Education Research Institute at the University of California, Los Angeles. Results indicate that religious and spiritual identity have significant direct effects on the perception and other aspects of campus climate. Future research is needed to extend the understanding between religious and spiritual identity and the perception of campus climate.
This qualitative, inductive study analyzed online recruiting information posted at the websites of five major aerospace and defense corporations to recruit college juniors, seniors, and recent graduates. Recruitment of this group is critical to staff the personnel for the scientific, technical, and management needs of aerospace and defense industries. The study sought: (1) to determine the use of multiple recruitment factors inferred from the literature and recommended for successful recruitment of college graduates, (2) to determine use of online social media (Facebook, Twitter, LinkedIn) to recruit this population, and (3) to explore commonalities among these corporations regarding online recruiting information to determine if a model for online recruitment now exists. A matrix of recruitment factors was developed from a review of the literature on the personnel needs of this industry and on effective recruiting factors for this group. Content analysis involved filtering information at each website with the matrix. Conclusions of this study include: (1) the matrix of recruitment factors and the rating scale developed for the purposes of this study provide a tool for researching, documenting, and comparing recruitment information on the internet; (2) that while these corporations represent the latest applications in technology in their manufacturing processes and products, they do not use social networking technology to the extent the popular and scholarly literature indicate is typical for the target group. Given that the current generation exhibits extensive use of social media, several of these corporations’ websites appear not to utilize this networking technology. Informally, these corporations argue that cyber-security prevents extensive use of social networking sites. Thus, these corporations must determine how to maintain cyber-security while at the same time adopting more accepted use of social networking platforms.
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