Degree Name

Master of Science in Education (MSEd)

Semester of Degree Completion

1997

Thesis Director

Barbara Powell

Abstract

The purpose of this qualitative study was to demonstrate the need for quality training in the Residence Life setting at Eastern Illinois University. The study was also intended to assess the effects of training on a new Residence Hall Director's (RHD) job satisfaction, social connectedness, and confidence level. Personal interviews were conducted with two different groups of new staff members who participated in the Residence Hall Director training program at Eastern Illinois University.

The 1995 cohort of interviewees (n=5) participated in the Fall, 1995 RHD training program. Interviews were designed to elicit feedback from trainees about their perception of the overall effectiveness of the training program in preparing them for the Residence Hall Director position. A new training program was then designed for Fall, 1996, incorporating all ideas for improvement given by this 1995 cohort. The new training program was implemented in August, 1996. Approximately two months after this new training program, the 1996 cohort of participants (n=5) were interviewed. This 1996 cohort consisted of Residence Hall Directors who were new to their positions in Fall of 1996. Interviews utilized a semi-structured interview protocol, which used standardized questions but allowed for clarification of responses when necessary. These interviews discussed the perceived effect the training program had on a trainee's social connectedness, confidence level, and job satisfaction. Social connectedness refers to the extent to which social and professional relationships are established among staff members. The other two factors, confidence level and job satisfaction, refer to a belief in one's ability to perform the job and the fulfillment of one's needs, wishes, and expectations about the job.

Results of the interviews showed that the new program did appear to make a difference in terms of the participants' social connectedness, job satisfaction, and confidence. Respondents in the 1995 cohort were consistently dissatisfied with the training they had received. All five members of this group reported little or no increase in social connectedness, confidence level, or job satisfaction as a result of the training program. The 1996 cohort was much more positive about the training they had received. All five participants in the 1996 cohort reported an increase in social connectedness, confidence level, and job satisfaction. These five also attributed the increase in these variables directly to the training program.

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