The purpose of this study is to examine the influences on intention to stay amongst academics in New Zealand higher education (HE) institutions. Specifically, this study explores how current or previous employment experience influences the academics’ intention to stay in their employment. Further, this study seeks to understand any gender differences within the influencing factors. This type of research is important as only a few studies have considered intention to stay within HE institutions, particularly those within New Zealand.
To be able to gain an appropriate depth and range of data, an interpretive qualitative approach was selected. Within this qualitative method, two phases of data collection were employed. Initially, this study examined data collected through online, open-ended questionnaires. This data was then used to produce an interview schedule for the second phase of data collection, which involved semi-structured interviews. This study provides noteworthy information on the factors that influence academics’ intention to stay.
The examination of these factors in an academic environment revealed many that were job related as well as others in the work environment along with personal factors, all of which influence academics intention to stay. The main job-related factor was autonomy, not only with what they are doing (professional trust) but also with having autonomy and flexibility within the work they do. This crosses over with personal factors as academics are knowledgeable and skilled individuals. Having control of the research and work they are producing is important to them as individuals. Other personal factors include having work/life balance because quality time with family and being sociable is becoming an important part of life.
Gender was also a factor considered in this study. As women have now entered the workforce in substantial numbers, organisations need to acknowledge this trend and adjust their practices so that they are suitable for both men and women. This study found that gender is an ongoing issue in HE institutions, mainly amongst women who feel as though they are not being treated as equal to men in the workforce. It was found that increased transparency of the promotional structures may help with this.
The study contributes to the employee retention literature by highlighting a number of important factors that should be considered when trying to retain academics in their HE institution. The results of this study should help Human Resource (HR) practitioners and managers within HE institutions across New Zealand by highlighting factors that are important the academics and what they can incorporate in the academics remuneration packages.
