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Intention to quit amongst generation Y academics in higher education

dc.contributor.authorRobyn, Aneciaen_ZA
dc.contributor.authorDu Preez, Ronelen_ZA
dc.date.accessioned2015-07-22T13:17:00Z
dc.date.available2015-07-22T13:17:00Z
dc.date.issued2013-11
dc.identifier.citationRobyn, A. & Du Preez, R. 2013. Intention to quit amongst generation Y academics at higher education. SA Journal of Industrial Psychology, 39 (1): #1106, doi:10.4102/sajip.v39i1.1106.en_ZA
dc.identifier.issn2071-0768 (online)en_ZA
dc.identifier.issn0258-5200 (print)en_ZA
dc.identifier.otherdoi:10.4102/sajip.v39i1.1106en_ZA
dc.identifier.urihttp://hdl.handle.net/10019.1/97206en_ZA
dc.descriptionCITATION: Robyn, A. & Du Preez, R. 2013. Intention to quit amongst generation Y academics at higher education. SA Journal of Industrial Psychology, 39 (1): #1106, doi:10.4102/sajip.v39i1.1106.en_ZA
dc.descriptionThe original publication is available at http://www.sajip.co.za/index.php/sajip/article/view/1106en_ZA
dc.description.abstractOrientation: For a higher education institution (HEI) to maintain a long-term trajectory of excellence, a strong focus on retaining a younger generation of skilled academics is needed. - Research purpose: The purpose of this study was to investigate intention to quit amongst Generation Y academics in HEIs. - Motivation for the study: Higher education institutions are more dependent on the abilities and commitment of their staff than most other organisations. More than 4000 academics will retire and need to be replaced by 2018, providing justification for the study of intention to quit of academics. - Research design, approach and method: An ex post facto quantitative research design was followed. Academics at six HEIs in South Africa were sampled. Measurement instruments included abridged versions of the Utrecht Work Engagement Scale, Multifactor Leadership Questionnaire, Arnold and Feldman Intention to Quit Scale, Job Descriptive Scale and Chew’s reward scale. - Main findings: Employee engagement, job satisfaction, remuneration, reward, recognition and transformational leadership were significantly related to intention to quit. In the partial model, three of these variables explained 45% of the variance in intention to quit. Partial least square path modelling revealed that employee engagement and job satisfaction have significant negative impacts on intention to quit. - Practical/managerial implications: The findings serve as input for the development of efficacious strategies to retain Generation Y academics at HEIs in South Africa. - Contribution/value-add: This study contributes to our knowledge of intention to quit amongst Generation Y academics. It provides evidence of the complexity and inter-relatedness of variables in the phenomenological network of intention to quit.en_ZA
dc.description.urihttp://www.sajip.co.za/index.php/sajip/article/view/1106en_ZA
dc.format.extent14 pages
dc.language.isoen_ZAen_ZA
dc.publisherAOSIS Publishingen_ZA
dc.subjectIntention to quit, Generation Y, Higher education institutionsen_ZA
dc.subjectGeneration Yen_ZA
dc.subjectCollege teachers -- Resignation -- Soiuth Africaen_ZA
dc.subjectAcademics -- Resignation -- Soiuth Africaen_ZA
dc.subjectEmployee retiontion -- South Africaen_ZA
dc.titleIntention to quit amongst generation Y academics in higher educationen_ZA
dc.typeArticleen_ZA
dc.description.versionPublishers' versionen_ZA
dc.rights.holderAuthors retain copyrighten_ZA


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