Faculty Members' Morale and Their Intention to Leave

By Linda K. Johnsrud, Vicki J. Rosser. 2002

434 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/b19bf67fe076be00c7265a521bf47b99df182e9b

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Citations in the corpus

Person–Organization Fit and Turnover Intention: Exploring the Mediating Role of Employee Followership and Job Satisfaction Through Conservation of Resources Theory (2016, background): “This conflict of interests can then lead to decisions to leave the institution (Johnsrud & Rosser, 2002).”
Measuring The Change in Faculty Perceptions Over Time: An Examination of Their Worklife and Satisfaction (2005, background): “Moreover, these issues within the broader areas of worklife and satisfaction have also been shown to have a significant and direct impact on the intended turnover of faculty members, either directly or indirectly (Rosser, 2004; Barnes, Agago, and Coombs, 1998; Johnsrud and Heck, 1994; Johnsrud and ”
Improving Campus Climate to Support Faculty Diversity and Retention: A Pilot Program for New Faculty (2005, positive): “The elements of our retention programs are certainly not new (c.f., Green, 1989; Johnsrud & Rosser, 2002; Olmedo, 1990).”
Faculty Members' Intentions to Leave: A National Study on Their Worklife and Satisfaction (2004, methodology): “These issues have been shown to be significant in the professional and institutional worklives of faculty members (Blackburn and Lawrence, 1995; Bowen and Schuster, 1986; Fairweather, 1996; Johnsrud and Rosser, 2002; Layzell, 1996; Plater, 1995; Rice and Austin, 1988; Smart, 1990).”
A Qualitative Method for Assessing Faculty Satisfaction (2005, background): “As Johnsrud and Rosser (2000) observe, "[t]o make a difference at the institutional level .”
Determinants of Academic Staff Retention in Public Universities in Kenya: Empirical Review (2012, positive): “Empirical studies (Johnsrud & Rosser, 2002; Zhou & Volkwein, 2004; Daly& Dee, 2006) employ the model of employee intent to stay that is grounded on expectancy theory which includes structural, psychological and environmental variables.”
Culture, Climate, and Contribution: Career Satisfaction Among Female Faculty (2004, background): “In turn, the ways in which faculty members perceive the quality of their worklife have a significant impact on their satisfaction or morale (Johnsrud and Rosser, 2002).”
Mediating Role of Affective Commitment in HRM Practices and Turnover Intention Relationship: A Study in a Developing Context (2011, positive): “Practically, the study of actual turnover behavior is difficult because employees who left are hardly traceable and usually the response rate to survey is quite low (Johnsrud & Rosser, 2002).”