Turnover Intent in an Urban Community College: Strategies for Faculty Retention

Dee, Jay R.

doi:10.1080/10668920490467242

Cited by 29 publications

(26 citation statements)

References 35 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…A few recent studies have examined factors affecting the intent of community college faculty members to leave or to stay at their institutions. In a study at one institution of the relationship between faculty perceptions of organizational structure and turnover intent, Dee (2004) found that turnover intent was low to moderate, with younger faculty members being more intent to leave than their older colleagues. The only set of factors significantly predicting turnover intent was "support for innovation-the extent to which an organization supports change-related activity among its members" (p. 596).…”

Section: Faculty Retentionmentioning

confidence: 98%

2007

ASHE Higher Education Report

View full text Add to dashboard Cite

Overview A Profile of Community College Faculty Full‐Time Faculty Part‐Time Faculty Conclusion Faculty Work in the Context of the Community College The Community College's Missions and Students Role Expectations for Full‐Time Faculty Members Role Expectations for Part‐Time Faculty In‐Service Training and Professional Development Job Satisfaction Conclusion Dimensions of the Community College Faculty Career Preparation to Become a Community College Faculty Member Entry Requirements The Search Process Career Stages Conclusion Institutional Factors Affecting Community College Faculty Work Life Background Collective Bargaining Faculty Involvement in Shared Governance Other Institutional Factors Extrainstitutional Factors Affecting Work Life: Legislative Actions Conclusion Looking to the Future: The Status of Community College Teaching as a Profession Characteristics of a Profession and Professionalization Is Community College Teaching a Profession? Possible Future Influences on Faculty Professionalization Conclusion A Fresh Look at Community College Faculty Challenges in Understanding Community College Faculty Conclusions Note References Name Index Subject Index About the Authors

show abstract

Section: Faculty Retentionmentioning

confidence: 98%

2007

ASHE Higher Education Report

View full text Add to dashboard Cite

show abstract

“…Non-tenured faculty members appear to experience the most stress and full professors experience the least stress (Thorsen 1996). Factors indirectly related to faculty work life, including family obligations, managing household responsibilities, and health concerns, can affect stress levels as well (Dee 2004).…”

Section: Stressmentioning

confidence: 99%

Oh, won’t you stay? Predictors of faculty intent to leave a public research university

2011

View full text Add to dashboard Cite

Understanding and predicting faculty intent to leave is important to the development of improved conceptual frameworks of faculty success as well as the implementation of effective retention strategies for academic leaders and institutions that invest considerable resources in recruitment, institutional support, and compensation. This study examined the relationship between various research-based factors and faculty intent to leave by integrating components identified in the extant literature for employee turnover more generally and faculty intent to leave more specifically. The results of binary logistic regression models identified workplace stress, being in a ''soft-pure'' discipline, fewer years of service at the university, and higher research productivity as key predictors of faculty having considered leaving for another institution. Key predictors for faculty having considered leaving academe altogether were being in a ''hard-applied'' discipline, not having a spouse or partner, a perceived lack of support, a perceived lack of fit, stress of raising a family, and dissatisfaction with certain aspects of the ''faculty job''. The implications for research, policy, and practice are discussed.

show abstract

“…This trend of industry focused studies could be judged by the fact that until 1992 only 13.7% of total studies was carried out on faculty job satisfaction [44]. Attempts in the past were made to recognize specific variables and relationship of these variables to faculty job satisfaction [46] [47]. These factors may range from organizational support and personal support to overall compensation packages [48].…”

Section: Job Satisfaction In Educatorsmentioning

confidence: 99%

Making Work Volition to Predict Job Satisfaction of Faculty Members in Higher Educational Institutes

Mohanty¹,

Ali²

2018

TEL

View full text Add to dashboard Cite

Academic literature on business management indicates employee job satisfaction as a key workplace factor. Increased productivity is often construed as a dividend accruing from job satisfaction. Therefore, organizations strive hard through organizational policies and processes to ensure employees are satisfied with their jobs. Work volition is generally understood as the degree of freedom organizationally available to choose a job profile. This paper explores the role of work volition in job satisfaction. It is assumed that chosen work roles catalyze the process of job satisfaction. The paper factors in internal and external job satisfaction as contributors to overall job satisfaction. The results from this work reported a significant impact of work volition on both internal and external satisfaction.

show abstract

Turnover Intent in an Urban Community College: Strategies for Faculty Retention

Cited by 29 publications

References 35 publications

Table of Contents

Table of Contents

Oh, won’t you stay? Predictors of faculty intent to leave a public research university

Making Work Volition to Predict Job Satisfaction of Faculty Members in Higher Educational Institutes

Contact Info

Product

Resources

About