Turnover Intentions of the Faculty at a Teaching-Focused University

Abstract

Research on turnover in academia suggests faculty primarily resign to obtain higher salaries and for personal reasons; however, the samples of most such studies have been from research institutions. Correlates were examined for turnover intentions among 190 faculty members at a university that emphasized teaching. Although current turnover intention was low, seven measures of satisfaction explained 31.5% of the variability in turnover intent, and satisfaction with pay, work itself, and teaching/service load together explained 26% of the variance. Findings support the hypothesis that salary is an important element in explaining turnover consideration at teaching institutions. Although satisfaction with collegial relations was related significantly to turnover intent, it was not as important as some of the other characteristics.

Learning goal orientation and turnover intention: an interplay between cultural intelligence and organisational commitment

“…An employee's decision to leave may be triggered by factors such as their selfopinion, level of experience within the organisation, job satisfaction, attitude to their job, organisation, supervisor and colleagues and possibilities of securing employment elsewhere. Additionally, family considerations, commitment (Cotton and Tuttle, 1986), job enrichment, job security (Luna-Arocas and Camps, 2008), employment prospects (Munasinghe, 2006), engagement (Macey and Schneider, 2008), compensation (Heckert and Farabee, 2006), potential for advancement and personal development (Grawitch et al, 2007), positive spirits, trust in the organisation (Maertz et al, 2007), supervisor support (Noe et al, 2005) and intraorganisational politics (Byrne, 2005) may create an attitude of whether to remain or leave the organisation to satisfy personal expectations (Rahman and Nas, 2013).…”

Salaries in Higher Education Systems: A System-wide Perspective on Career Advancement and Gender Equity

“…Although salary inequality between the genders is caused by many factors, starting salaries for women tend to be lower than men (Cropsey et al, 2008;Curtis, 2010;Freund, 2016); these cannot be overcome when raise systems with percentage increases are employed (Hearn, 1999). Unsurprisingly, salary is related to job satisfaction (Hagedorn, 1996) and is often cited as a common reason for any individual leaving an institution (AAUP, 2019;Cropsey et al, 2008;Heckert & Farabee, 2006;Trotman & Brown, 2005). However, in addition to faculty concerns, because hiring new faculty is often more costly, it can be significant cost savings for universities to retain existing faculty (Boushey & Glynn, 2012).…”