Administrative Staff Turnover: Predicting the Intentions of Stayers and Leavers.

Autor/inn/en	Johnsrud, Linda K.; Rosser, Vicki J.
Titel	Administrative Staff Turnover: Predicting the Intentions of Stayers and Leavers.
Quelle	(1997), (23 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Beigaben	Tabellen
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Tagungsbericht; Studie; Administrator Attitudes; Administrator Behavior; Employment Level; Employment Patterns; Higher Education; Job Enrichment; Job Satisfaction; Labor Turnover; Multicampus Colleges; Need Gratification; Organizational Climate; Promotion (Occupational); Quality of Working Life; Questionnaires; Surveys + Suchen Sie Ihr Suchwort? Beschäftigungsgrad; Beschäftigungsstruktur; Hochschulbildung; Hochschulsystem; Hochschulwesen; Arbeitsplatzgestaltung; Labor; Labour; Satisfaction; Arbeit; Zufriedenheit; Bedürfnisbefriedigung; Organisationsklima; Aufstiegsberuf; Berufsförderung; Arbeitsqualität; Fragebogen; Survey; Umfrage; Befragung
Abstract	This study was conducted to identify the demographic, structural, and perceptual variables that predict the intent of administrative staff to stay or leave their current positions within their university. Survey questionnaires were distributed to all mid-level administrators within a ten-campus university system; the response rate was 70 percent (n=901). Discriminant analysis of the data indicated that: (1) administrators intending to leave had lower mean morale than those intending to stay; (2) people who felt stuck were more likely to intend to leave than intend to stay; (3) mid-level administrators intending to leave were more likely to work in student affairs divisions than in academic, business, or external affairs; (4) age and recognition of competence contributed moderately to predictions of who would stay or who would leave; (5) among demographic variables, only age and years of employment discriminated stayers from leavers, with older administrators being more likely to stay; (6) gender, race/ethnicity, and minority status did not predict leaving or staying behavior; (7) working at a research institution, as opposed to a community college or baccalaureate institution, was associated with intentions to leave the university; (8) perceptions regarding the opportunity for advancement, working conditions, recognition for competence, and morale clearly discriminated administrators intending to stay and those intending to leave. (Contains 29 references and 3 tables.) (MAB)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC
Update	2004/1/01