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Job Turnover Intentions of Pharmacy Academicians

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Abstract:

Objective: To describe pharmacy academicians’ job turnover intentions and evaluate the relative contribution of factors explaining intentions to leave their current institution. Methods: A total of 880 faculty, excluding deans, responded to a web-based survey delivered to 4,225 US pharmacy faculty comprising AACP’s 2004-2005 Roster of Faculty & Professional Staff. Respondents selected up to 5 reasons supporting their intention to remain with or leave their current institution during the upcoming 2 years. Job turnover intentions were dichotomized into stayers and leavers and regressed over several institutional, demographic, and quality of work life variables in a stepwise, binary logistic procedure. A mediator of intentions, employer commitment, was regressed over the remaining variables in a stepwise multiple linear regression analysis. Results: Most frequently cited reasons for intentions to remain with the current institution included autonomy, geographic location, good benefits, and relationships with department colleagues. Most frequently cited reasons for intentions to leave included excessive workload, seeking a new challenge, poor salary, and relationship with university administration. Over 45% of the variance in turnover intentions was explained by employer commitment, support from the department chair, and satisfaction with departmental collegiality. Variation in employer commitment (r2 = 0.64) was explained by institutional support, satisfaction with teaching quality and autonomy, intradisciplinary consensus on teaching, support from the dean, and satisfaction with school research support. Implications: Pharmacy academicians appear to develop loyalty to their employing institutions from a supportive environment that fosters healthy relationships with department colleagues. The results have implications for developing faculty retention strategies.
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Association:
Name: American Association of Colleges of Pharmacy
URL:
http://www.aacp.org


Citation:
URL: http://citation.allacademic.com/meta/p117955_index.html
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MLA Citation:

Conklin, Mark. and Desselle, Shane. "Job Turnover Intentions of Pharmacy Academicians" Paper presented at the annual meeting of the American Association of Colleges of Pharmacy, Sheraton San Diego Hotel & Marina, San Diego, California, USA, Jul 05, 2006 <Not Available>. 2013-12-16 <http://citation.allacademic.com/meta/p117955_index.html>

APA Citation:

Conklin, M. H. and Desselle, S. , 2006-07-05 "Job Turnover Intentions of Pharmacy Academicians" Paper presented at the annual meeting of the American Association of Colleges of Pharmacy, Sheraton San Diego Hotel & Marina, San Diego, California, USA <Not Available>. 2013-12-16 from http://citation.allacademic.com/meta/p117955_index.html

Publication Type: Abstract
Abstract: Objective: To describe pharmacy academicians’ job turnover intentions and evaluate the relative contribution of factors explaining intentions to leave their current institution. Methods: A total of 880 faculty, excluding deans, responded to a web-based survey delivered to 4,225 US pharmacy faculty comprising AACP’s 2004-2005 Roster of Faculty & Professional Staff. Respondents selected up to 5 reasons supporting their intention to remain with or leave their current institution during the upcoming 2 years. Job turnover intentions were dichotomized into stayers and leavers and regressed over several institutional, demographic, and quality of work life variables in a stepwise, binary logistic procedure. A mediator of intentions, employer commitment, was regressed over the remaining variables in a stepwise multiple linear regression analysis. Results: Most frequently cited reasons for intentions to remain with the current institution included autonomy, geographic location, good benefits, and relationships with department colleagues. Most frequently cited reasons for intentions to leave included excessive workload, seeking a new challenge, poor salary, and relationship with university administration. Over 45% of the variance in turnover intentions was explained by employer commitment, support from the department chair, and satisfaction with departmental collegiality. Variation in employer commitment (r2 = 0.64) was explained by institutional support, satisfaction with teaching quality and autonomy, intradisciplinary consensus on teaching, support from the dean, and satisfaction with school research support. Implications: Pharmacy academicians appear to develop loyalty to their employing institutions from a supportive environment that fosters healthy relationships with department colleagues. The results have implications for developing faculty retention strategies.

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