Providing Remote Work Opportunities Will Aid Your Retention Efforts / Jacqueline Bichsel, Melissa Fuesting and Mark McCormack.
This study sought to determine whether higher ed employees whose preferred work arrangements are not aligned with their actual work arrangements are more likely to look for other work. The results show that: a) nearly two-thirds of respondents report some degree of misalignment between their preferr...
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| Main Authors: | , , |
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| Format: | eBook |
| Language: | English |
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Distributed by ERIC Clearinghouse,
2021.
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MARC
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| 100 | 1 | |a Bichsel, Jacqueline. | |
| 245 | 1 | 0 | |a Providing Remote Work Opportunities Will Aid Your Retention Efforts / |c Jacqueline Bichsel, Melissa Fuesting and Mark McCormack. |
| 264 | 1 | |a [Place of publication not identified] : |b Distributed by ERIC Clearinghouse, |c 2021. | |
| 300 | |a 1 online resource (10 pages) | ||
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| 500 | |a Availability: College and University Professional Association for Human Resources. 1811 Commons Point Drive, Knoxville, TN 37932. Tel: 877-287-2474; Fax: 865-637-7674; e-mail: research@cupahr.org; Web site: http://www.cupahr.org. |5 ericd. | ||
| 500 | |a Abstractor: As Provided. |5 ericd. | ||
| 500 | |a Educational level discussed: Higher Education. | ||
| 500 | |a Educational level discussed: Postsecondary Education. | ||
| 516 | |a Text (Reports, Research) | ||
| 520 | |a This study sought to determine whether higher ed employees whose preferred work arrangements are not aligned with their actual work arrangements are more likely to look for other work. The results show that: a) nearly two-thirds of respondents report some degree of misalignment between their preferred and actual work arrangements, particularly in regard to having the ability to work remotely at least part of the time; b) nearly half of employees are at least somewhat likely to be looking for other employment opportunities in the near future; c) there is a clear relationship between the provision of remote work opportunities when employees prefer them and employee satisfaction in terms of whether they will be seeking other employment; and d) it would take only a small movement in the direction of providing more flexible work opportunities to result in improved employee satisfaction with their work arrangements and improved employee retention. | ||
| 524 | |a College and University Professional Association for Human Resources. |2 ericd. | ||
| 650 | 0 | 7 | |a Work Environment. |2 ericd. |
| 650 | 0 | 7 | |a Labor Turnover. |2 ericd. |
| 650 | 0 | 7 | |a COVID-19. |2 ericd. |
| 650 | 0 | 7 | |a Pandemics. |2 ericd. |
| 650 | 0 | 7 | |a Higher Education. |2 ericd. |
| 650 | 0 | 7 | |a Employee Attitudes. |2 ericd. |
| 650 | 0 | 7 | |a Job Satisfaction. |2 ericd. |
| 700 | 1 | |a Fuesting, Melissa, |e author. | |
| 700 | 1 | |a McCormack, Mark H, |e author. | |
| 710 | 2 | |a College and University Professional Association for Human Resources (CUPA-HR) | |
| 856 | 4 | 0 | |u http://files.eric.ed.gov/fulltext/ED616920.pdf |z Full Text (via ERIC) |
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