scholarly journals Addressing bias in faculty retention

2021 ◽  
Author(s):  
Sparkle L. Malone ◽  
Sydne Record
Keyword(s):  
Faculty Retention

Antecedents of Nursing Faculty Organizational Commitment: Exploring Job Satisfaction

2021 ◽  
pp. e20200022
Author(s):  
Eric Richardson ◽  
Jean Gordon ◽  
William Ritchie ◽  
Sara Golden
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Nursing Faculty ◽  
Intent To Stay ◽  
Educational Programs ◽  
Operating Conditions ◽  
Faculty Retention ◽  
Affective Organizational Commitment

Nursing faculty retention is critical, as faculty retention directly impacts educational programs that produce future nurses poised to meet employment demand. The topics of job satisfaction and commitment are of continued interest as researchers examine factors that affect nursing faculty's intent to stay. Thus, this research focused on job satisfaction that potentially impacts the level of affective organizational commitment among nursing faculty. Regression results revealed that the supervisor, promotion, nature of work, and satisfaction with coworkers were positively related to affective organizational commitment, while nursing pay, benefits, and operating conditions revealed no statistically significant results.

What Goes Around Comes Around: Improving Faculty Retention Through More Effective Mentoring

2008 ◽  
Vol 24 (6) ◽  
pp. 337-346 ◽  
Author(s):  
Janne Dunham-Taylor ◽  
Cynthia W. Lynn ◽  
Patricia Moore ◽  
Staci McDaniel ◽  
Jane K. Walker
Keyword(s):  
Faculty Retention

Assessing Programmatic Mentoring: Requiem for Carmen

2021 ◽  
Author(s):  
Robin R Means Coleman ◽  
Jennifer McGee Reyes
Keyword(s):  
Women Of Color ◽  
Faculty Retention ◽  
Assessment Practices ◽  
Professional Success

Abstract This essay is not about getting good mentoring. Rather, it is about the ways in which institutions must invest in providing resources for professional success and wellness, with a particular understanding of the needs of women of color. To ensure faculty retention and success, institutions must not only provide resources but also engage in exacting assessment practices to ensure programmatic efficacy.

scholarly journals The Influences Impacting Staff Turnover in Higher Education

2015 ◽  
Vol 5 (4) ◽  
pp. 86 ◽  
Author(s):  
Obed Figueroa
Keyword(s):  
Higher Education ◽  
Higher Education Institutions ◽  
Work Productivity ◽  
Organizational Structures ◽  
Faculty Retention ◽  
Staff Turnover ◽  
Multiple Impacts ◽  
Research Findings ◽  
Internal Operations ◽  
Stay Behind

<p>So what is happening within Higher Education where the turnover impacts have contributed to workplace costs in 2008 of 68 million dollars? This review will focus on the multiple influences of staff turnover within Higher Education Institutions and those that are affected. The research findings provide evidence of multiple impacts associated with administrative turnover. This phenomenon crosses all institution types, disciplines, genders, races and ethnicities. Some of the hidden influences can be found among the existing employees that stay behind. As a result these employees experienced the sense of a shared loss and a decrease in their work productivity.</p>This review hopes to provide clarity on the issues which are impacting organizational structures within Higher Education Institutions resulting in low administrative and faculty retention. The implications for practice are significant and the solutions offered will strengthen the internal operations for Higher Education institutions.

Higher education accreditation, quality assurance and their impact to teaching and learning enhancement

2019 ◽  
Vol 35 (4) ◽  
pp. 235-250
Author(s):  
Samar Aad Makhoul
Keyword(s):  
Higher Education ◽  
Teaching And Learning ◽  
Higher Education Institutions ◽  
Student Attrition ◽  
Faculty Members ◽  
Faculty Retention ◽  
Regional Accreditation ◽  
Learning Enhancement ◽  
Attrition Rates ◽  
Content Type

Purpose This paper aims to study the relationship between higher education accreditation and teaching and learning enhancements in academic institutions. Higher education institutions are now looking at satisfying the standard by standard list assigned by internationally recognized accreditation agencies. The purpose of this paper is to investigate whether outside quality confirmation can truly influence the inward life of higher education institutions. Will accreditation implementation have an impact on teaching and learning enhancement and drive institution change? Design/methodology/approach This study was based on an explanatory qualitative design whereby individual faculty members who are tenured or in tenure-track positions in business schools in Lebanese universities were interviewed. The latter universities from which interviewees were questioned are either the Association to Advance Collegiate Schools of Business (AACSB) accredited or currently pursuing accreditation. The sample included 30 faculty members from four different higher education Lebanese institutions. Findings Following thorough review of previous literature, and building on the outcomes of the interviews conducted for the purpose of this research, the author deduced that AACSB serves as the optimal guiding mechanism that incorporates effective evaluation criteria for learning quality and universities. There also exist a lack of commonality and shared standards among accrediting agencies. The researchers also highlight the need to introduce further quantification into the accrediting measures adopted including faculty retention and student attrition rates. Research limitations/implications Ranking agencies were not considered in this study. Those can be used to assess the effectiveness of higher education institutions and will provide fair quality assurance of learning. It is encouraged to incorporate the ranking agencies variable within the scope of future studies for further analysis. Practical implications The paper includes the need to introduce further quantification into the accrediting measures adopted including faculty retention and student attrition rates. Originality/value The focus of this study will be of particular interest to Business school seeking or maintaining accreditation. It will also be of interest to the Lebanese government if they want to look at having a regional accreditation. Future research could possibly explore the need to have a regional accreditation especially with the emerging numbers of higher education institutions in Lebanon.

Gender Differences in Faculty Retention and Rank Attainment in Academic Departments of Psychiatry

1993 ◽  
Vol 17 (2) ◽  
pp. 73-76 ◽  
Author(s):  
Ellen Leibenluft ◽  
Mark G. Haviland ◽  
Thomas H. Dial ◽  
Carolyn B. Robinowitz
Keyword(s):  
Gender Differences ◽  
Academic Departments ◽  
Faculty Retention

scholarly journals Leveraging Promising Practices: Improving the Recruitment, Hiring, and Retention of Diverse & Inclusive Faculty

2020 ◽  
Author(s):  
Kimberly Griffin ◽  
Jessica Bennett ◽  
Travis York
Keyword(s):  
Career Pathways ◽  
Research Literature ◽  
Cultural Dimensions ◽  
Faculty Retention ◽  
Promising Practices ◽  
Self Assessment ◽  
All Solutions ◽  
Promising Practice ◽  
Context Specific ◽  
Equity And Inclusion

Institutions looking to make headway into the persistent challenge of recruiting, hiring, and retaining a more diverse faculty are often looking for a playbook of best or promising practices to aid their efforts. While there are no one-size-fits-all solutions for the context-specific challenges facing universities, research on promising practices and the experiences of underrepresented group (URG) faculty provide indicators of the necessary elements of programs, practices, and interventions to increase the institutional and national diversity of faculty.These recommendations for promising practice are grounded in the research literature and should help institutional leaders to structure their interventions to best tackle these challenges. These promising practices urge institutions to:• Foster relationships all along the faculty career pathways.• Democratize knowledge about processes, standards, and norms.• Rethink recruitment and hiring strategies.• Address the conditions of faculty retention and success.• Celebrate diversity regularly.• Expand definitions of excellence for faculty accomplishments.• Question the roots “objective” or “neutral” criteria internally and externally.• Ensure values of diversity, equity, and inclusion are deeply embedded in decision-making.This report offers suggestions and guidance for institutions, including the importance of conducting a thorough self-assessment, the danger of reaching for promising practices before identifying the root problems, and a framework for developing a holistic, comprehensive and systemic approach to institutional change for inclusion that addresses the systemic, structural, values and cultural dimensions simultaneously.

scholarly journals The Prospects Affecting Faculty Retention in Higher Education Institutions (HEIs) in Pakistan

2021 ◽  
Vol 4 (1) ◽  
Author(s):  
Nighat Moin , Professor Dr. Syed Shabib-ul Hassan
Keyword(s):  
Higher Education ◽  
Economic Development ◽  
Higher Education Institutions ◽  
Academic Departments ◽  
Faculty Retention ◽  
System A ◽  
Educational Institute ◽  
Social And Economic Development ◽  
Overall Performance ◽  
Personal Fulfillment

Leveraging and fostering those resources for non-stop increase of the organization is similarly critical for somebody serving in a business to a person serving in teachers. Whether or not it is a worker of any organization or of any educational institute, a trained and content college can lead the institute to new heights whilst an opposite you'll be able to abate it badly. So, every resignation stored is each greenback earned and it’s the faculty who provides standards and shapes the prospect of the kingdom through growing skills of the students because the facilitator and teacher for their self intensification as well as the increase of the financial system. A low retention price creates luxurious financial and academic effects for establishments and academic departments. Monetary outcomes consist of a misplaced go back on a preceding investment, the monetary expenditure of recruiting an alternative, and the instance of different universities and institutions diverted to the hiring manner. This article is reviewing and highlighting the prospects that effective Faculty employment is critical in attaining a first rate dwelling fashionable, social and economic development, and personal fulfillment. Further, these employees want to understand how additional praise and development are related to overall performance. This may help to take away any uncertainty as to what is expected of them and increase Faculty Retention

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