A Quantitative Study of the Presidential Search Process and Position Longevity in Community Colleges Page: 9
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6. Need for matching the institutional needs with the needs of the new
7. Need for honesty on the part of both the hiring institution and the potential
8. Need for realistic expectations on the part of both institution and new
9. Need for transparency during the hiring process
10. Need for trust by institution employees in both the hiring process and the
individuals involved in the process
11. Communication, communication, communication.
Research was needed to examine the types of presidential searches being used in the
hiring process and if one or more of the five types of searches consistently produced a
longer lasting president for two-year community colleges.
Purpose of the Study
The primary purpose of this study was to identify the most common ways in
which institutions identify and hire new chief executives (presidents) and to compare the
longevity of the presidents with those hiring practices. Tenures that lasted for less than
satisfactory reasons were controlled for by the randomness of the respondents.
Although this study's survey was sent only to community and junior college presidents
within the Southern Association of Colleges and Schools accreditation region, the
sampling was expected to be large enough to insure statistical significance.
While some lengths in tenure have been attributed to factors hindering removal
such as expense of severance, legal actions, inertia by boards or other governing
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Reference the current page of this Dissertation.
Howells, Constance L. A Quantitative Study of the Presidential Search Process and Position Longevity in Community Colleges, dissertation, December 2011; Denton, Texas. (digital.library.unt.edu/ark:/67531/metadc103329/m1/17/: accessed January 24, 2017), University of North Texas Libraries, Digital Library, digital.library.unt.edu; .