Points of Departure. Understanding Gender Differences in Faculty Turnover Intentions at University of X

There is a long tradition of research on IS professionals that has examined potential gender differences between men and women, beginning with early studies by Igbaria and his colleagues (Guimaraes & Igbaria 1992; Igbaria & Chidambaram 1997; Igbaria & Siegel 1992). While these and many subsequent studies posited differences between men and women IS professionals, very few differences have been found—particularly for variables that are commonly studied: job satisfaction, turnover intentions, organizational commitment, and stress. I first summarize the results from many survey studies published in leading IS scholarly journals, as a way to frame my research on the adaptation of IS professionals to innovations in work practices. Then I summarize my program of research examining demographic variables, including age, gender and cognitive style differences as explanatory variables for a range of outcomes among IS professionals.

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Job Satisfaction and Faculty Turnover Intentions: A Case of Pakistani Universities

IOSR Journal of Business and Management ◽

10.9790/487x-0928389 ◽

2013 ◽

Vol 9 (2) ◽

pp. 83-89 ◽

Cited By ~ 2

Author(s):

Sadaf Zahra Sadaf Zahra

Keyword(s):

Job Satisfaction ◽

Turnover Intentions ◽

Faculty Turnover

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Gender Differences in Perceptions of Resources and Turnover Intentions of Work-Linked Couples in Masculine Occupations

Stress and Health ◽

10.1002/smi.2709 ◽

2016 ◽

Vol 33 (4) ◽

pp. 309-321 ◽

Cited By ~ 4

Author(s):

Ann Hergatt Huffman ◽

Kristine J. Olson

Keyword(s):

Gender Differences ◽

Turnover Intentions

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Looking out or looking up: gender differences in expatriate turnover intentions

Cross Cultural & Strategic Management ◽

10.1108/ccsm-02-2016-0046 ◽

2017 ◽

Vol 24 (2) ◽

pp. 288-309 ◽

Cited By ~ 10

Author(s):

Hyun-Jung Lee ◽

Chei Hwee Chua ◽

Christof Miska ◽

Günter K. Stahl

Keyword(s):

Gender Differences ◽

Multinational Corporations ◽

Turnover Intention ◽

Career Advancement ◽

Turnover Intentions ◽

Management Strategies ◽

Steady Increase ◽

Labor Turnover ◽

Content Type ◽

Underlying Mechanisms

Purpose With the steady increase in the number of female expatriates and multinational corporations’ (MNCs’) pressing need for global female talent, understanding the factors that attract and retain female expatriates is urgent. Drawing from the literatures on gender differences in (domestic) labor turnover and gender differences in social networks, the purpose of this paper is to investigate gender differences in expatriates’ turnover intentions. Design/methodology/approach The authors collected data via a questionnaire survey from an international sample of female (n=164) and male (n=1,509) expatriates who were on a company-sponsored international assignment at the time of completing the survey. Findings The findings show that female expatriates’ turnover intentions are mainly explained by satisfaction with company support. In contrast, male expatriates’ turnover intentions are explained by repatriation concerns and perceived gap between within- and outside-company career-advancement opportunities, in addition to satisfaction with company support. The authors did not find any gender differences in the levels of turnover intention per se. Practical implications Since males dominate the expatriate cadre of most companies, existing expatriate retention strategies are likely to be geared toward males. Companies that value and want to retain their female talent need to gain a better understanding of what matters to female expatriates in their decisions to stay or leave the company, and adjust their expatriation and repatriation management strategies accordingly. Originality/value The study is one of the first to empirically test the gender differences in expatriate turnover intentions. The authors propose two underlying mechanisms that explain gender differences in expatriate turnover intentions: social integration and career advancement. The findings point to an important new research frontier that focuses on gender differences in the underlying mechanisms of turnover intentions rather than in the level of turnover intentions.

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