The great resignation in higher education: An occupational health approach to understanding intentions-to-quit for faculty in higher education

Schmiedehaus, Evan; Cordaro, Millie; Perrotte, Jessica K.; Stern, Mark J.; Dailey, Stephanie L.; Howard, Krista

doi:10.1016/j.tate.2022.103992

Cited by 24 publications

(18 citation statements)

References 33 publications

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“…The combined α was 0.957. The ISA engagement scale has been used for its reliability by studies such as Mañas-Rodríguez et al ( 2016 ), who recorded the following α index: 0.92 for intellectual engagement; 0.93 for social engagement; 0.91 for affective engagement; and 0.91 for the overall construct and Schmiedehaus et al ( 2023 ) who measured the scale unidimensional and had 0.86 as α value. Response options ranged from 1 (never) to 7 (always).…”

Section: Methodsmentioning

confidence: 99%

Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction

2023

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While emerging studies pay much attention to the supervisory support–employee performance relationship, the supportive supervisor consequences on employees’ attitudes and behaviors have attracted little attention in this relationship. In spite of the growing concern about employees’ helping behaviors as a tool that directly benefit coworkers to be work-role focused and improve performance, supportive supervisor behavior that represents the psychological, physical, cognitive, and esteem assistance has also been deemed to be a catalyst of employees’ helping behaviors. Also, it is worth noting that employees exhibit helping behaviors when they are highly engaged in work role focus, activation, and positive affect. However, little has been espoused on how supportive behaviors could enhance employees’ loyalty to spark helping behaviors. Owing to this narrative, this study draws on social exchange theory and reciprocity norm to examine the mediating role of employee engagement in the effects of supportive supervisor behavior on hotel employees’ helping behaviors. Also, this study examined the boundary role of perceived organizational obstruction based on perceived organizational support as proposed by organizational support theory. Using a time lag of six months, a two-wave data were gathered from 461 full‒time frontline employees working in 3–5 star hotels in Ghana. Hierarchical regression was used to analyze the hypothesized relationships. The results demonstrated that supportive supervisor behavior positively related to employees’ helping behaviors. Besides, intellectual, social, and affective engagement partly mediated the relationship between supportive manager behavior and employees’ helping behavior. Moreover, perceived organizational obstruction moderated the relationship between intellectual engagement and employees’ helping behavior. However, failed to moderate social and affective engagement relationships with employees’ helping behaviors.

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Section: Methodsmentioning

confidence: 99%

Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction

2023

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“…Academia is characterized by high levels of stress, hypercompetitiveness, and feelings of lack of support and isolation (Schmiedehaus et al., 2023; Weyandt et al., 2020). The inadequate support can be more evident among minoritized faculty (e.g., faculty of color) as most institutions focus on recruiting for inclusiveness rather than providing a supportive, inclusive environment to retain the group, which are both critical (Schmiedehaus et al., 2023). Mentoring provides a platform for support, reducing stress and isolation (Brown & Munson, 2020).…”

Section: Intercultural Mentoring In Higher Educationmentioning

confidence: 99%

Intercultural Mentoring in Higher Education

Adebayo,

Sunderman

2023

J of Leadership Studies

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Intercultural mentoring is increasing in higher education in response to diversification and globalization. While intercultural mentoring relationships experience unique challenges, it can be a development learning opportunity for both mentors and mentees. Therefore, the current article discusses the following aspects of intercultural mentoring relationships in higher education: benefits and challenges, recommendations for effective practice, the role of mentors and mentees in ensuring a successful relationship, and future research frontiers. Mentors and mentees in intercultural mentoring relationships, as well as formal mentoring programs with intercultural mentoring dyads, will benefit from the recommendations offered in the current article.

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Section: Introductionmentioning

confidence: 99%

“…One critical consequence of these pressures is job burnout, which warrants attention given its negative implications on performance, productivity, satisfaction, and absenteeism (Demirel and Erdirençelebi, 2019). Schmiedehaus et al (2023) further identified that faculty members in universities experience higher levels of job burnout than individuals in other professions. Notably, Urbina-Garcia (2020) highlighted specific factors such as generating research income, constant competition, and a lack of recognition as contributors to faculty Job burnout antecedents and consequences…”

Section: Introductionmentioning

confidence: 99%

Link between job burnout antecedents and consequences: an empirical study on higher education faculty members in the Saudi context

Asfahani

2023

JARHE

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PurposeThis study aimed to examine the antecedents, correlates, and consequences of burnout among higher education faculty in Saudi Arabia using the theoretical framework of the job demands-resources model.Design/methodology/approachUsing a quantitative research design, a cross-sectional survey was employed to collect data from faculty members across multiple Saudi universities. The constructs were measured using validated scales, and data analysis included exploratory factor analysis, Pearson correlation analysis, factorial ANOVA, and multiple regression.FindingsThe study identified moderate levels of burnout, confirming a significant positive relationship with role conflict and a negative relationship with internal locus of control. Burnout significantly contributed to depression, insomnia, and turnover intentions. However, no significant relationship was found between burnout and workplace conflict when controlling for other variables.Research limitations/implicationsThe study's findings can inform policymakers and academic administrators about measures to alleviate faculty burnout, thus contributing to healthier academic work environments aligned with Saudi Arabia's Vision 2030 goals.Originality/valueThis research extends the job demands-resources model within the context of higher education institutions in Saudi Arabia, offering nuanced insights into burnout dynamics among university faculty in this region. Despite the model's robustness, the absence of a significant relationship between burnout and workplace conflict signals the need for a more intricate understanding of burnout's antecedents and consequences.

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The great resignation in higher education: An occupational health approach to understanding intentions-to-quit for faculty in higher education

Cited by 24 publications

References 33 publications

Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction

Supportive supervisor behavior and helping behaviors in the hotel sector: assessing the mediating effect of employee engagement and moderating influence of perceived organizational obstruction

Intercultural Mentoring in Higher Education

Link between job burnout antecedents and consequences: an empirical study on higher education faculty members in the Saudi context

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