Leadership Turnover among University Presidents

Abstract

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Applying a Fit Perspective to College Presidential Turnover and Selection

“…Röbken, 2007) or individual characteristics (e.g. Padilla & Ghosh, 2000), research that accounts for both can better explain what leads to turnover (e.g., Langbert, 2012;Monks, 2012), which this framework demonstrates.…”

“…Most recently, however, Röbken (2007) analyzed the influence of such organizational factors in a study of German university rectors, using an implicit conceptual model that accounted for organizational size, resources devoted to teaching, resources spent on research, and environmental reform pressures. He found that significant differences in tenure were related to institutional size and expenditures on teaching; namely, that rectors at larger institutions and institutions that have higher spending on teaching tend to have longer tenures.…”

“…However, as the presidency becomes increasingly diverse, researchers argue that the characteristics of race and sex are increasingly relevant (Reed, 2002), justifying their inclusion in this framework. Likewise, the included organizational characteristics (e.g., institutional size, expenditures, and type) have been found to have a relationship with college presidential turnover (e.g., Langbert, 2012;Röbken, 2007), and are thus included.…”

“…Specifically, research on presidential turnover and tenure has primarily focused on either the organizational (e.g. Röbken, 2007) or individual characteristics (e.g. Padilla & Ghosh, 2000), and there have been few attempts to account for how the interaction, or fit, of individual and organizational characteristics together contribute to presidential turnover (e.g.…”

Organizational factors supporting community college presidential stability : a case study

“…However, more scholars see presidential transitions as disruptive (Kirland & Ratcliff, 1994;Thompson, Cooper, & Ebbers, 2012;Kubala & Bailey, 2001;Levin, 1995a;Padilla, 2004;Martin et al, 2004;Robken, 2007;Sanaghan, Goldstein, & Gaval, 2008) and usher in a period of vulnerability for the institution (Floyd & Maslin-Ostrowski, 2013). New executive leadership often upsets organizational communications and standard operating procedures for the college (Kirland & Ratcliff, 1994;Robken, 2007). Often, it leads to turnover in the executive team, which contributes to organizational instability (Padilla, 2004).…”