James Cook University: Research And Teaching University In Queensland

Academic Divisions of James Cook University

JCU stands for James Cook University which is one of the oldest university in Queensland, Australia. The university offers both research and teaching to its students. The university has 7 different academic divisions. The divisions are; Public Health, Medicine & Dentistry, Medical & Veterinary Science, Law & Governance, Business, Health Science and Technology & Engineering. The Vice Chancellor of the university is interested in developing a gender neutral workplace and lowering the carbon footprint of James Cook University, that is, having a work place that is of equal opportunity for all employees at all levels. Equality in regards to remuneration (pay) and retention (time employed with JCU) are part of the mix. Staff making transport decisions that are environmentally sound is of special interest to the Vice Chancellor. We are provided with dataset and according to the dataset, the university has 4 campuses. There are hundreds of employees working at the university. Majority of the employees have worked for between 3 to 6 years with most of them being male employees.

Table 1: Descriptive statistics

Annual salary (‘000 dollars)
Mean	107.91 Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper
Standard Error	3.81
Median	113.00
Mode	60.00
Standard Deviation	38.10
Sample Variance	1451.44
Kurtosis	-1.28
Skewness	-0.17
Range	125.00
Minimum	41.00
Maximum	166.00
Sum	10791
Count	100

As can be seen from table 1 above, the average annual salary of the sample to the JCU staff population is $107,910. The standard deviation of the sample is 38.10; this shows that the data is not widely distributed (Trochim, 2006). Further, looking at the kurtosis and skewness we can conclude that the data is approximately normal.

There are no outliers in the sample data for the variable “Salary”. This can be confirmed from the boxplot provided below.

The coefficient of variation (CV) was found to be 35.31%, this shows that the rate of dispersion of the annual salary for the sample JCU staff is low.

As can be seen in the table below, majority of staff (45%, n = 45) had stayed in the university for more than 3 years but less than or equal to 6 years. They were followed by those who have been at the university more than 10 years (29%, n = 29). Minority of participants (1%, n = 1) were less than or equal to 3 years old at the university

Table 2: Length of stay

Length of stay	Frequency	Percent
≤ 3 years	1	1%
> 3 years and ≤ 6 years	45	45%
> 6 years and ≤ 10 years	25	25%
> 10 years	29	29%
Grand Total	100	100%

The correlation coefficient between length of stay and salary is 0.034; this shows a very weak positive relationship between length of stay and salary. The p-value is 0.737 (a value greater than 5% level of significance), we thus fail to reject the null hypothesis and conclude that the correlation between the two variables is insignificant at 5% level of significance (Székely & Bakirov, 2007).

Gender Neutral Workplace at James Cook University

Table 3: Correlations

	Annual salary	Length of stay
Annual salary	Pearson Correlation	1	.034
Sig. (2-tailed)		.737
N	100	100
Length of stay	Pearson Correlation	.034	1
Sig. (2-tailed)	.737
N	100	100

This can be confirmed from the scatter plot given below. The plot does not show presence of relationship between the two variables.

The table below gives the frequency distribution of the salary for the staff at JCU. As can be seen, majority of the staff (41%, n = 41) earn between 101-150K dollars every year. They are closely followed by those who earn between 51-50K dollars every year (37%, n = 37). 7% (n = 7) of the participants take less than 50K every year as their annual pay while 15% (n = 15) of the employees take home more than 150k dollars every year.

Table 4: Frequency distribution table for the Annual salary

	Frequency	Percent	Valid Percent	Cumulative Percent
Valid	Less than or equal to 50K	7	7.0	7.0	7.0
Between 51-100K	37	37.0	37.0	44.0
Between 101-150K	41	41.0	41.0	85.0
More than 150K	15	15.0	15.0	100.0
Total	100	100.0	100.0

Contingency tables

1. Gender and Campus

SG campus had the lowest number of female employees (3%, n =3) when compared with all the other campuses. Each of the other three campuses had 12% (n = 12) of female employees. In terms of male employees, TSVL had the highest (21%, n = 21) while BNE had the lowest (8%, n = 8). 

Table 5: Gender * Campus Cross tabulation

% of Total
	Campus	Total
BNE	CNS	SG	TSVL
Gender	Female	12.0%	12.0%	3.0%	12.0%	39.0%
Male	8.0%	14.0%	18.0%	21.0%	61.0%
Total	20.0%	26.0%	21.0%	33.0%	100.0%

Figure 5: Gender versus campus

Majority of female employees (17%, n = 17) were found to earn between 51-100K dollars as annual salary. 26% of the total sample of employees were men who took between 101 and 150K as annual salary.

Table 6: Gender * Annual salary Cross tabulation

% of Total
	Annual salary	Total
Less than or equal to 50K	Between 51-100K	Between 101-150K	More than 150K
Gender	Female	3.0%	17.0%	15.0%	4.0%	39.0%
Male	4.0%	20.0%	26.0%	11.0%	61.0%
Total	7.0%	37.0%	41.0%	15.0%	100.0%

Figure 6: Gender versus annual salary 

As can be seen from the above chart, majority of male employees took home huge amounts of annual income as compared to the female employees.

Three campuses (CNS, SG and TSVL) had the highest number of employees being males. 85.7% of the employees at SG campus were male employees. CNS and TSVL had 53.8% and 63.6% male employees respectively. BNE on the other had had the higher number of employees being female employees (60%). 

Table 7: Campus * Gender Cross tabulation

% within Campus
	Gender	Total
Female	Male
Campus	BNE	60.0%	40.0%	100.0%
CNS	46.2%	53.8%	100.0%
SG	14.3%	85.7%	100.0%
TSVL	36.4%	63.6%	100.0%
Total	39.0%	61.0%	100.0%

Figure 7: Campus versus gender

Majority of employees in three campuses (BNE, CNS, and SG) earned a salary of between 101 and 150K dollars every year. For TSVL, majority of its employees (57.6%) took home between 51 and 100K dollars as salary every year. 

Table 8: Campus * Annual salary Cross tabulation

% within Campus
	Annual salary	Total
Less than or equal to 50K	Between 51-100K	Between 101-150K	More than 150K
Campus	BNE	5.0%	20.0%	45.0%	30.0%	100.0%
CNS	3.8%	42.3%	42.3%	11.5%	100.0%
SG	19.0%	14.3%	47.6%	19.0%	100.0%
TSVL	3.0%	57.6%	33.3%	6.1%	100.0%
Total	7.0%	37.0%	41.0%	15.0%	100.0%

Figure 8: Campus versus annual salary

Considering the whole university, we found out that majority of employees (36%, n = 36) had master’s level. The least (18%, n = 18) either had post-secondary level or Bachelor’s level. Doctorate level was represented by 28% (n = 28) of all the employees interviewed.

The pie charts presented below compares the education level across the four campuses. 

In BNE, employees with doctorate and master’s levels were each 35%. Only 5% had Bachelor’s level while 25% had post-secondary level. For SG, majority of employees (33.33%) had doctorate levels with 28.57% having master’s level while those with Bachelor’s and post-secondary level each had 19.05% representation.

In CNS and TSVL campuses, majority of the employees (38.46% and 45.45% respectively) had master’s level while PhD level was at 34.62% and 30.30% respectively. Post-secondary level and Bachelor’s level had 15.38% and 11.54% respectively in CNS while TSVL it was 9.09% and 15.15% respectively.

Majority of male employees (37.70%) had up to master’s level while for the female employees, majority (35.90%) had doctorate level.  For the males, 22.95% had doctorate level and 33.33% of the female employees had master’s level.

References

Székely, G. J., & Bakirov, N. K. (2007). Measuring and testing independence by correlation of distances. Annals of Statistics, 35(6), 2769–2794.

Trochim, W. M. (2006). Descriptive statistics. Research Methods Knowledge Base.