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University Staff Satisfaction and
Retention and Why We Should Care
Teresa Ward, PhDOffice of Institutional Research
Office of Institutional Research
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
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
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)
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
DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
This group is 5 times more likely to leave than all other groups
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
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)
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
Pe
rfo
rma
nce
E
valu
atio
n
Co
nsi
de
red
L
ea
vin
g
DEPARTMENT OF INSTITUTIONAL RESEARCH
Findings
OFFICE OF INSTITUTIONAL RESEARCH
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.
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
DEPARTMENT OF INSTITUTIONAL RESEARCH
What We Learned
OFFICE OF INSTITUTIONAL RESEARCH
Response Peak Times
DEPARTMENT OF INSTITUTIONAL RESEARCH
What We Learned
OFFICE OF INSTITUTIONAL RESEARCH
Relationship Between Survey Time Line and Response Rates
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. tward@gsu.edu (404-413-2581)
Questions/Comments
Teresa Ward, tward@gsu.edu
Thank you!
OFFICE OF INSTITUTIONAL RESEARCH
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