The study aimed to achieve two main objectives: first, to investigate the presence and nature of emotional labor within student affairs; and second, to explore the correlations between emotional labor and both individual and organizational well-being among student affairs professionals. This research examines the intricate interconnections between…

This study sought to advance our understanding of the nexus between policy and ambient discrimination experiences of faculty and the intention to stay among graduate students. To accomplish this, we built on theory and research in higher education by leveraging models from the strategic human resource management (HRM) literature. In doing so, we…

This paper proposes an explanation of how diversity training can reduce employee turnover in a diverse organization. Researchers have paid much attention to the positive, and sometimes negative, effects of workforce diversity. Much has been learned, but there remain unanswered questions such as: How does firm behavior affect employee turnover in a…

This study explored the explanations for why Black diversity, equity, and inclusion (DEI) practitioners in higher education between Fall 2020 and Fall 2022. Nine participants participated in semi-structured interviews lasting 60-90 minutes to explore a range of topics including their experience as Black DEI practitioners in higher education, their…

Spirituality research has attracted much interest in recent times, particularly among the management group of researchers, owing to the realisation that people come to work not with their hands and heads only but also with their spirit. The present study explores the intervening role of spiritual climate in the relationship between spirituality…

In the past twenty years, the number of qualified women accountants in the U.S. has outstripped that of men according to American Institute of Certified Public Accountants; yet these women occupy few strategic positions in accounting firms. Retention has been a major issue. This study explores how the perception of their status, investments and…

This study broadly examines factors impacting work-life experiences of library faculty of color within the framework of tenure policies and processes. An online survey was sent out to academic librarians of color to gauge perceptions of tenure and promotion policies and processes, professional activities and productivity, organizational climate…

In February 2009, the National Association of College and University Business Officers, with generous support from Aetna, Inc., brought together business officers from a wide range of academic institutions to identify practical solutions to the challenges facing their campuses. The specific objective of the group: to develop an understanding of…

Purpose: The purpose of this paper is to conceptually demonstrate that the relationship between turnover and innovation is not direct as some research suggests, but rather indirect, with organizational learning as the prerequisite social mechanism that ties the two phenomena together. Design/methodology/approach: This paper integrates research…

Purpose: This article examines factors that distinguish nursing facilities with very high and very low nursing assistant turnover rates from a middle referent group, exploring the possibility that high and low turnover are discrete phenomena with different antecedents. Design and Methods: Data from a stratified sample of facilities in eight…

Results of recent studies on why people leave or stay with an employer identified organizational, job, and leadership issues. Factors included job satisfaction, organizational climate, salary and benefits, loyalty, and anxiety about the economy and job market. Research showed three periods of highest risk of turnover: after the initial 30-60 days,…

A 4-year study of 672 medical technologists identified interrole work transitions as intent to leave the organization, intent to leave the profession, and intended retirement age. Job satisfaction had a significant impact on intent to leave. Organizational context influenced intent to leave the organization and professional commitment influenced…

A group of global talent leaders met to discuss, benchmark, debate, and collaborate on how to hire and retain talent and determined that organizations would benefit by viewing employees as investors, not just assets. Key factors include challenging and exciting work, career growth and development, good supervisors and coworkers, and fair…

A survey received responses from 829 female and 766 male professionals (70%). Women reported higher levels of both personally experienced and observed bias. Both men and women who experienced and observed more bias were less satisfied, more likely to quit, and saw the organization as less committed to fairness and due process. (SK)

Objective: This study examines the effects of the Availability, Responsiveness, and Continuity (ARC) organizational intervention strategy on caseworker turnover, climate, and culture in a child welfare and juvenile justice system. Method: Using a pre-post, randomized blocks, true experimental design, 10 urban and 16 rural case management teams…