Factors predicting staff's intentions to leave the university

Manger, Terje; Eikeland, Ole‐Johan

doi:10.1007/bf00133893

Cited by 53 publications

(27 citation statements)

References 3 publications

(3 reference statements)

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“…However, a definitive answer remains elusive as to how important salary is to faculty's turnover behavior. Some researchers (e.g., Pfeffer and Lawler 1980;Weiler 1985) argued that salary was a critical factor for turnover, but such notions encountered strong disagreement (Ambrose et al 2005;Barnes et al 1998;Manger and Eikeland 1990). Between these extremities, the study by Smart (1990) identified salary as an important consideration only for nontenured faculty, which was partly consistent with the findings of Ehrenberg et al (1990) that compensation appeared to be more of a concern for assistant and associate level faculty.…”

Section: Subjective Evaluation Of the Work Environmentmentioning

confidence: 53%

“…First, due to limitations of the data set, some potentially important variables were not included in the analyses, including academic reputation of an institution (Johnsrud and Heck 1994) and personal relationships with colleagues and administrators (Ambrose et al 2005;Barnes et al 1998;Manger and Eikeland 1990;Weiler 1985). Second, turnover intention was the outcome variable; although it is the best indicator of the actual turnover, they are different.…”

Section: Limitationsmentioning

confidence: 98%

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Faculty Turnover: Discipline-Specific Attention is Warranted

2007

Res High Educ

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This study investigated the importance of discipline variations in understanding faculty turnover behaviors. A representative sample of university faculty in Research and Doctoral universities was obtained from a national database. Faculty members, selfidentified into a primary academic area, were grouped into eight discipline clusters according to an established framework. Multiple regression models were constructed to examine within each cluster the relative importance of a list of factors that have been identified to be related to faculty turnover. Cross-discipline comparisons of within-cluster variable prioritization revealed substantial discipline variations with regard to the major factors that are critical to faculty turnover. The findings produced evidence that disciplinespecific information was indispensable to institutional administrators and policy makers for effective faculty retention.

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Section: Subjective Evaluation Of the Work Environmentmentioning

confidence: 53%

Section: Limitationsmentioning

confidence: 98%

Faculty Turnover: Discipline-Specific Attention is Warranted

2007

Res High Educ

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“…Manger & Eikeland (1990) cites that job turnover research has focused on the relation between the intention to leave the organization and actual leaving. "Greater the complementarily, the effect on satisfaction and intentions to leave (turnover intentions) will be greater" (Shalley, Gilson, & Blum, 2000).…”

Section: Turnover Intentionsmentioning

confidence: 99%

Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Executives in Pakistan

Noor¹,

Maad²

2009

IJBM

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This study examines the antecedents of turnover intentions among marketing executives in Pakistan. Relationship between stress and work life conflict with turnover intentions was examined. The research data was collected from 248 marketing executives working in different organizations across Pakistan. The results suggest that of work life conflict and stress have a significant positive relationship with turnover intentions. Recommendations and strategies are also discussed.

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“…Many anecdotal cases involving professors changing institutions quite often involve offers of greater research funding and/or less teaching workload. Other factors, such as job satisfaction, relationships between colleagues (Manger & Eikeland 1990), and cultural and lifestyle reasons, might also play a role in accepting a position in a particular university.…”

Section: Do Top-ranked Universities Pay Higher Salaries?mentioning

confidence: 99%

Which came first: the money or the rank?

Tsikliras

Robinson²,

Στεργίου³

2014

Ethics. Sci. Environ. Polit.

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Global university rankings are provided by several organisations based on various criteria, most of which are, directly or indirectly, related to the wealth of the university. The main objective of this work was to examine the effect of money on rankings and vice versa. First, we examined the relationship between global university rankings and professors' salaries and found an asymptotic trend for all ranks of professors across the top 200 US universities, but no trend for the top Canadian universities. Second, we examined the relationship between global university rankings and university income and found a positive trend for UK and Canadian universities. Our results are consistent with the hypothesis that the funding (as well as autonomy and support of the state) of a university and its position in global rankings are related. We maintain that European universities in several countries will not make it into the top 100 list unless their autonomy and public funding are increased. Instead, the recent decrease in public funding of universities in many European countries, as a result of the economic crisis, threatens to push these institutions further down the ranking lists.KEY WORDS: University rankings · Income · Professor salary · Endowments · Funding Resale or republication not permitted without written consent of the publisherContribution to the Theme Section 'Global university rankings uncovered'

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Factors predicting staff's intentions to leave the university

Cited by 53 publications

References 3 publications

Faculty Turnover: Discipline-Specific Attention is Warranted

Faculty Turnover: Discipline-Specific Attention is Warranted

Examining the Relationship between Work Life Conflict, Stress and Turnover Intentions among Marketing Executives in Pakistan

Which came first: the money or the rank?

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