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![Page 1: University Staff Satisfaction and Retention and Why We Should Care Teresa Ward, PhD Office of Institutional Research.](https://reader035.fdocuments.in/reader035/viewer/2022081518/551a5e2d550346b52d8b4796/html5/thumbnails/1.jpg)
University Staff Satisfaction and
Retention and Why We Should Care
Teresa Ward, PhDOffice of Institutional Research
Office of Institutional Research
![Page 2: University Staff Satisfaction and Retention and Why We Should Care Teresa Ward, PhD Office of Institutional Research.](https://reader035.fdocuments.in/reader035/viewer/2022081518/551a5e2d550346b52d8b4796/html5/thumbnails/2.jpg)
DEPARTMENT OF INSTITUTIONAL RESEARCH
Background
• Assess job satisfaction among GSU staff employees.
• Generate unambiguous, actionable data on key issues.
• Combined efforts of the Staff Council, Institutional Research, and Institutional Effectiveness
OFFICE OF INSTITUTIONAL RESEARCH
![Page 3: University Staff Satisfaction and Retention and Why We Should Care Teresa Ward, PhD Office of Institutional Research.](https://reader035.fdocuments.in/reader035/viewer/2022081518/551a5e2d550346b52d8b4796/html5/thumbnails/3.jpg)
DEPARTMENT OF INSTITUTIONAL RESEARCH
General Findings
• Nearly 90% of GSU staff have college degrees; 45% have graduate degrees
• Over 80% of GSU staff would recommend the University as a good place to work
• Half seriously considered leaving GSU in the past year
OFFICE OF INSTITUTIONAL RESEARCH
![Page 4: University Staff Satisfaction and Retention and Why We Should Care Teresa Ward, PhD Office of Institutional Research.](https://reader035.fdocuments.in/reader035/viewer/2022081518/551a5e2d550346b52d8b4796/html5/thumbnails/4.jpg)
DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
Significant difference (p<.01)
1 2 3 4 5 6
No
Yes
Staff Satisfaction/Considered Leaving
use of skills & abilities increase workplace skillsaccess to resources poor perfromance by staff
meeting needs of GSU communication with supervisorsafe environment reporting violationscommunication with administration
p<.001 (all variables)
![Page 5: University Staff Satisfaction and Retention and Why We Should Care Teresa Ward, PhD Office of Institutional Research.](https://reader035.fdocuments.in/reader035/viewer/2022081518/551a5e2d550346b52d8b4796/html5/thumbnails/5.jpg)
DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
1 2 3 4 5 6
20+ years
15-19 years
10-14 years
5-9 years
1-4 years
Less than a year
Satisfaction/Time at GSU
use of skills & ability increase workplace skillsaccess to resources poor performance by staff
meeting needs of GSU communication with supervisorsafe working environment reporting violationscommunication with administration
4.4
4.5
4.2
4.4
4.3
4.4
X..
P<.05
P<.05
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DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
This group is 5 times more likely to leave than all other groups
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DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
1 2 3 4 5 6
No
Yes
20-24 years15-19 years10-14 years
5-9 years1-4 years
Less than a year
20-24 years15-19 years10-14 years
5-9 years1-4 years
Less than a year
Satisfaction/Considered Leaving/Time at GSU
use of skills & ability increase workplace skills
access to resources poor performance by staffmeeting needs of GSU communication with supervisorsafe working environment reporting violationscommunication with administration
![Page 8: University Staff Satisfaction and Retention and Why We Should Care Teresa Ward, PhD Office of Institutional Research.](https://reader035.fdocuments.in/reader035/viewer/2022081518/551a5e2d550346b52d8b4796/html5/thumbnails/8.jpg)
DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
1 2 3 4 5 6
No
Yes
Evaluation/Performance-Type Variables
use of skills & abilities (p<.05) increase workplace skills (p<.001)poor performance by staff (p<.01) meeting needs of GSU (p<.05)communication with supervisor (p<.001)
![Page 9: University Staff Satisfaction and Retention and Why We Should Care Teresa Ward, PhD Office of Institutional Research.](https://reader035.fdocuments.in/reader035/viewer/2022081518/551a5e2d550346b52d8b4796/html5/thumbnails/9.jpg)
DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
1 2 3 4 5 6
No
Yes
No
Yes
No
Yes
use of skills & abilities increase workplace skillspoor performance by staff meeting needs of GSUcommunication with supervisor
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DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
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DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
Why They Would Not Recommend Their Unit/Department
N = 107 % Discrimination 4.7 Excessive Workload 7.5 Favoritism 12.1 Lack of Respect 5.6 No Accountability 3.7 No Growth 16.8 Poor Facilities 0.9 Poor Leadership/Supervisors 58.9 Poor Morale 10.3 Poor Salary 6.5 Poor Treatment by Faculty 4.7 Poor Work Environment 18.7
Some employees in the unit/department are treated more favorably than others by supervisors for non-merit based reasons.
Poor leadership and/or ineffective supervisors were the most prevalent reasons for not recommending their unit/department.
![Page 12: University Staff Satisfaction and Retention and Why We Should Care Teresa Ward, PhD Office of Institutional Research.](https://reader035.fdocuments.in/reader035/viewer/2022081518/551a5e2d550346b52d8b4796/html5/thumbnails/12.jpg)
DEPARTMENT OF INSTITUTIONAL RESEARCH
What We Learned
OFFICE OF INSTITUTIONAL RESEARCH
• Staff are generally satisfied
• Staff Retention may be a significant issue
• At-risk group (5-9 years)
• Performance evaluations serve several purposes
• The survey instrument needs to include more items related
to the interpersonal aspects of job satisfaction.
• Survey administration
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DEPARTMENT OF INSTITUTIONAL RESEARCH
What We Learned
OFFICE OF INSTITUTIONAL RESEARCH
Response Peak Times
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DEPARTMENT OF INSTITUTIONAL RESEARCH
What We Learned
OFFICE OF INSTITUTIONAL RESEARCH
Relationship Between Survey Time Line and Response Rates
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DEPARTMENT OF INSTITUTIONAL RESEARCH
What We Don’t Know
OFFICE OF INSTITUTIONAL RESEARCH
• What does “seriously considered” really mean?
• How will the results be used? Will they be used?
• And the politics!
• Are we different from other universities?
Please contact me if you are interested in collaborating on staff satisfaction research and/or administering this survey on your campus. [email protected] (404-413-2581)