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Results

The analysis of survey data included independent t-tests. Although the survey sample totaled 30 participants, independent sample t-tests are robust to small sample sizes for means comparison and allows for differential analysis of items where equality of variances between groups cannot be assumed. Table 2.1 presents the mean comparisons of responses to survey items between faculty’ and staff who provided leadership of the CYTI project and the comparison group of non-CYTI faculty and staff. On every item in the survey, the rating of CYTI faculty/staff averaged higher than the rating of non-CYTI faculty/staff. Of these, five of the mean differences between groups were significant at alpha level < .05. In particular,

Table 2.1 Mean Comparisons of Perceptions of CYTI and Non-CYTI Faculty/Staff

Survey Items

Group

N

Mean

o

Significance of Mean Difference (P-Value)

The mission of Campbell University' is to prepare students to be servant

CYTI

20

3.65

.489

.074

leaders.

Non-CYTI

10

3.30

.483

Community engagement is one of the most critical ways to develop

CYTI

20

3.80

.410

.136

leaders.

Non-CYTI

10

3.50

.527

Over the past 3 years, my role at Campbell University has been

CYTI

20

3.70

.470

.004

increasingly focused on serving the community.*

Non-CYTI

10

2.70

.823

I consider leadership to be one of my core responsibilities.*

CYTI

20

3.80

.410

.004

Non-CYTI

10

2.90

.738

My life is oriented around a strong sense of calling or purpose inspired

CYTI

20

3.75

.444

243

by my Christian faith.

Non-CYTI

10

3.40

.843

I consider my academic discipline to be an important area in which

CYTI

19

3.68

.478

.048

people are called by God to serve communities.*

Non-CYTI

10

3.20

.789

I consider my tasks at the university to be an expression of mv personal

CYTI

20

3.60

.503

.037

calling to a life of service and faith.*

Non-CYTI

10

2.90

.876

The faculty, staff, and leaders of Campbell University' consistently

CYTI

20

3.25

.716

.128

model servant leadership through community engagement.

Non-CYTI

10

2.80

.789

I have a good understanding of the community' engagement activities

CYTI

20

3.05

.887

.026

that arc happening across different departments of Campbell University.*

Non-CYTI

10

2.30

.675

38 Tillman and Foreman

P< .05.

CYTI faculty and staff scored significantly higher for statements related to their personal focus on serving the community and their understanding of the community engagement activities occurring at the university, as well as their view of leadership as a core personal responsibility, their sense of calling to a life of service and faith as expressed in their academic tasks, and their sense of connection between their respective academic disciplines and community service.

These results suggest that the faculty and staff members who were selected for participation in the development and implementation of the CYTI program did indeed exhibit high personal dispositional commitments to sense of calling, leadership, and community engagement. Importantly, Campbell University uses missional alignment (including service to community) in the hiring process. Therefore, significantly higher affirmations among CYTI-affiliated faculty/staff as compared to the general ratings of other faculty/staff at this particular university might represent even more substantial dispositional commitments than would be required for a comparison to university-level faculty/staff generally.

 
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