Faculty recruitment, retention, and success in dental academia

Trotman, Carroll Ann; Bennett, Elizabeth; Scheffler, Nicole R.; J, Tulloch

doi:10.1067/mod.2002.124996

Cited by 42 publications

(42 citation statements)

References 5 publications

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“…The above-mentioned factors are also confirmed by Anderson et al (2002); Barkhuizen, Rothman and Tytherleigh (2004); Gillespie et al (2001); Küskü (2003); Oshagbemi (1997);Pienaar (2005), Ssesanga and Garrett (2005), Trotman, Bennett, Scheffler and Tulloch (2002), since these researchers also identified financial remuneration as one of the most important factors contributing to academics worldwide, as well as in South Africa, harbouring feelings of job dissatisfaction. Poor financial remuneration does not only contribute to the fact that academics experience job dissatisfaction, but it is also allegedly one of the main reasons -especially according to black academic staff -why they leave higher education institutions (Potgieter, 2002).…”

Section: Comments Of Panellistssupporting

confidence: 64%

The retention of academics in the early career phase

Bester

2008

SA j. hum. resour. manag.

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The purpose of the study was to determine to what extent academics in the early career phase at a South African higher education institution are committed to the institution in question and the impact which this commitment has on labour turnover. More than 21% of the original respondents left the institution while this research was still underway. Insufficient financial remuneration was the most important reason why the respondents considered leaving the institution.

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Section: Comments Of Panellistssupporting

confidence: 64%

The retention of academics in the early career phase

Bester

2008

SA j. hum. resour. manag.

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“…If HEIs continue to lose academics, their national and international image and competitive advantage, as well as their ability to generate new knowledge in a specific field, may be affected adversely (Pienaar & Bester, 2008). Therefore, it is imperative to identify and address antecedents of intention to quit amongst Generation Y academics to ensure that the quality and sustainability of HEIs are not jeopardised (Pienaar, 2005;Ssesanga & Garrett, 2005;Trotman, Bennet, Scheffler &Tulloch, 2002). De Bruin andTaylor (2005) highlight that studies focusing on this unique sector are scarce.…”

Section: Higher Education In South Africamentioning

confidence: 99%

Intention to quit amongst Generation Y academics in higher education

Robyn

Preez

2013

SA j ind psychol

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Orientation: For a higher education institution (HEI) to maintain a long-term trajectory of excellence, a strong focus on retaining a younger generation of skilled academics is needed.Research purpose: The purpose of this study was to investigate intention to quit amongst Generation Y academics in HEIs.Motivation for the study: Higher education institutions are more dependent on the abilities and commitment of their staff than most other organisations. More than 4000 academics will retire and need to be replaced by 2018, providing justification for the study of intention to quit of academics.Research design, approach and method: An ex post facto quantitative research design was followed. Academics at six HEIs in South Africa were sampled. Measurement instruments included abridged versions of the Utrecht Work Engagement Scale, Multifactor Leadership Questionnaire, Arnold and Feldman Intention to Quit Scale, Job Descriptive Scale and Chew’s reward scale.Main findings: Employee engagement, job satisfaction, remuneration, reward, recognition and transformational leadership were significantly related to intention to quit. In the partial model, three of these variables explained 45% of the variance in intention to quit. Partial least square path modelling revealed that employee engagement and job satisfaction have significant negative impacts on intention to quit.Practical/managerial implications: The findings serve as input for the development of efficacious strategies to retain Generation Y academics at HEIs in South Africa.Contribution/value-add: This study contributes to our knowledge of intention to quit amongst Generation Y academics. It provides evidence of the complexity and inter-relatedness of variables in the phenomenological network of intention to quit.

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“…It was common to link recruitment of staff to their subsequent retention in dental academia (27). It is now coming to be realized that a stress on retention per se (i.e.…”

Section: Staff Recruitmentmentioning

confidence: 99%

Staff recruitment, development and global mobility

Corbet

Akinwade

Duggal

et al. 2008

Eur J Dental Education

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This paper considers issues that relate to staff recruitment, staff development and global mobility of dental academics. Published literature, which has a North American bias, is reviewed. Recommendations, which may be applicable world‐wide, are made to address evident and pertinent areas of concern in terms of the availability of quality dental teaching staff in dental teaching institutions so as to sustain the global dental academic enterprise at appropriately high levels of achievement.

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Faculty recruitment, retention, and success in dental academia

Cited by 42 publications

References 5 publications

The retention of academics in the early career phase

The retention of academics in the early career phase

Intention to quit amongst Generation Y academics in higher education

Staff recruitment, development and global mobility

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