MAGNETIZING THE INTEREST AND RETENTION OF LECTURER IN PRIVATE HIGHER EDUCATION
DOI:
https://doi.org/10.12928/ijemi.v1i2.1632Keywords:
Human Resource Management, Retention, Private Higher EducationAbstract
Education This study aimed to explore the strategy to maintain lecturers, particularly in private higher education. It is important because the growth of private universities makes qualified lecturers contested. Responding to that crisis, leaders imposed to construct a strategy to keep them. The required data were collected by interviewing selected respondents determined by the key informant. The instrument used in gathering data was a semi-structured interview. The data then analyzed with the inductive model by Miles, Huberman, & Saldana. The result of the study reveals that: higher education should respond to what is prompting lecturers to move. They must take responsibility for every lecturer resigning and to intervene immediately to find out the reasons that make the lecturer to resign. In terms of the strategy to counter the lecturer’s switch out, the researcher constructed a strategy to magnetize them to remain through concerning more seriously on some aspects, for instance: payment, leadership style, career development, conducive-work life, adequate well-resourced libraries, recognition, and workload. All these efforts addressed to motivate them in working then decide to remain in the institution. Lastly, the researcher also recommends to others to test the conclusion by applying a quantitative approach
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Edy S. (2017). Dampak Kinerja Dosen dengan Adanya Program Peningkatan Mutu Serta Motivasi Kerja di STIE Amkop Makassar. Jurnal Ilmiah Aksi STIE Amkop Makassar, 4(1): 384-389. https://docplayer.info/30527995.
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Irshad, M. (2011). Factors affecting employee retention: evidence from the literature review. Abasyn Journal of Social Sciences. 2011;4(1).
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Harvey, D. (2009). Talent Strategy is Vital—Personnel Today, June 23, 13.
Heinen, J. S., and O’Neill, C. (2004). Managing talent to maximize performance. Employment Relations Today, 31(2), pp. 67-82. https://doi.org/10.1002/ert.20018.
Holbeche, L. (2009). Aligning Human Resources and Business Strategy. (2nd ed.) Oxford: Elsevier. https://www.amazon.com/Aligning-Resources-Business-Strategy-Second/dp/0750680172.
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Kemenristek DIKTI. (2017). Statistik Pendidikan Tinggi: Higher Education Statistical Year Book 2017. Jakarta Pusat: Pusat Data dan Informasi Iptek Dikti.
Kemenristek DIKTI. (2018). Persyaratan dan Prosedur Penggabungan dan Penyatuan Perguruan Tinggi Swasta. Jakarta Pusat: RISTEKDIKTI.
Kevin, MM, Joan LC, & Adrian JW. (2004). Organizational change and employee turnover. Personnel Review. 33 (2):161-166. https://doi.org/10.1108/00483480410518022
Khalid, S., Irshad, M. Z., and Mahmood, B. (2012). Job Satisfaction among Academic Staff: A Comparative Analysis between Public and Private Sector Universities of Punjab, Pakistan. International Journal of Business and Management, 7(1), pp. 126-136. Doi: 10.5539/ijbm.v7n1p126
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Langdon, Davis & Consultancy, Seah (2003). Construction payment blues. Why that domino effect? Executive Summary for the Practitioner, 3 (3).
Lawler, E., & Fuchs, K. (2010). Cornell University, at its Sesquicentennial Strategic Plan for lecturers' retention. Washington: Washington University.
Lawler, E. (1982). Strategies for improving the quality of work life. American Psychologist, 37, pp. 66–73. Doi.org/10.1037/0003-066X.37.5.486.
Lippe, Van der, T. (2007). Dutch workers and time pressure: Household and workplace characteristics. Work, Employment and Society, 21(4), 693–711. DOI: 10.1177/0950017007082877.
Long, C.S., Thean, L.Y., Ismail, W.K., & Jusoh, A. (2012). Leadership Styles and Employees’ Turnover Intention: Exploratory Study of Academic Staff in a Malaysian College. World Applied Sciences Journal, 19(4),575-581. DOI: 10.5829/idosi.wasj.2012.19.04.155.
Mat, Jan. (2008). The Influence of Leadership Style on Internal Marketing in Retailing (Ph.D. Thesis). The University of Stirling. https://pdfs.semanticscholar.org/de43/1179860d78f831a6bb1777380890e5011f1b.pdf.
Mathimaran. B., K.& Kumar, A., A. (2017). Employee Retention Strategies – Empirical Research. Global Journal of Management and Business Research: E-Marketing, Volume 17, Issue 1, Version 1.0. https://globaljournals.org/GJMBR_Volume17/3-Employee-Retention-Strategies.pdf
Maqsood, H., Amran, R., Chaudhry, S., A., Rosman, B., M., Y., Omair, M., A., A., Ahmed, ., & Shaheryar, N.,F.,T, (2015). The Impact of Human Resource Practices on Employee Retention in the Telecom Sector. International Journal of Economics and Financial Issues, 2015, 5 (Special Issue) 63-69. https://www.econjournals.com/index.php/ijefi/article/view/1344.
Messmer, M. (2000). Orientations programs can be key to employee retention. In Strategic Finance. 81 (8):12-15. http://www.scirp.org/(S(i43dyn45teexjx455qlt3d2q))/reference/ReferencesPapers.aspx?ReferenceID=1768991.
Meyer, John, Laryssa Topolnytsky, Henryk Krajewski & Ian Gellatly. (2003). Best Practices: Employee Retention. Toronto: Tomson-Carswell.
Michael, S., O. (2008). Using Motivational Strategy as Panacea for Employee Retention and Turnover in Selected Public and Private Sector Organisations. International Journal of Science and Research (IJSR), Volume 5, Issue 1. Paper ID: NOV152642 415
Miles, Matthew B., A. Michael Huberman, and Johnny Saldana. (2014). Qualitative Data Analysis: A Methods Sourcebook. Thousand Oaks, CA: Sage. https://www.amazon.com/Qualitative-Data-Analysis-Methods-Sourcebook/dp/1452257876
Miller, N., Erickson, A., & Yust, B. (2001). Sense of place in the workplace: The relationship between personal objects and job satisfaction and motivation. Journal of Interior Design, 27(1), 35-44.
Milkovich, GM, & Newman, JM. (2004). Compensation (8th ed.). Burr Ridge, IL: Irwin McGraw-Hill.
Mkulu, G., Demetria. (2018). Academic staff retention in Private Universities in Southern Highland Zone Tanzania as a Strategy of Attaining Sustainable Development. International Journal of Humanities and Social Science. Vol. 8, No. 5. Doi:10.30845/ijhss.v8n5p17.
Mok, Ka-Ho. (2005). Globalization and educational restructuring: University merging and changing governance in China. Higher Education, 50: 57–88. DOI: 10.1007/s10734-004-6347-z.
Mwita, M., K., Mwakasangula, E., & Tefurukwa, Oscar. (2018). The Influence of Leadership on Employee Retention in Tanzania Commercial Banks. International Journal of Human Resource Studies, ISSN 2162-3058 2018, Vol. 8, No. 2. https://www.researchgate.net/publication/324985158.
Nacif, A.P. (2006). The fast buck is still king: How to engage temporary staff with the brand and get the best out of them is a major HR challenge. Human Resource, 38(1), 263–290. DOI: 10.1177/0972150916666879
Naseem, N.A. (2005). Construction Industry Payment and Adjudication Act: International Forum on Construction Industry Payment Acts and Adjudication. Kuala Lumpur: CIDB and ISM. https://www.researchgate.net/publication/228461379.
Ng’ethe, J., Muceke, J., & Iravo, M. A. (2012). Influence of Leadership Style on Academic Staff Retention in Public Universities in Kenya. International Journal of Business and Social Science, 3(21), 297–302. Retrieved from ijbssnet.com/journals/Vol_3_No_21_ November_2018/31.pdf
Nwokocha, I., and Iherirohanma, B. J. E. (2012). Emerging Trends in Employee Retention Strategies in a Globalizing Economy: Nigeria in Focus. Asian Social Science, 8(10), pp. 198-207. DOI: 10.5539/ass.v8n10p198
Olowu, D.,& Adamolekun, L. (2005). Human Resource Management. In L.Adamolekun (ed) Public Administration in Africa: Main Issues and Selected Country Studies. Ibadan: Spectrum Books.
Owuor, B.(2010). Academic mobility and brain drain: East African Perspective (paper presented at the director of international relations and partners). Nairobi: Maseno University.
Pinheiro, R., Geschwind, L., & Aarrevaara, T. (2015). Mergers in higher education: The experience from Northern Europe. Dordrecht: Springer. https://www.springer.com/gp/book/9783319219172.
Qureshi, T. M., Marwat, Z. A., & Ramay, M. I. (2010). Impact of Human Resource Management (HRM) Practices on Employees Performance A Case of Pakistan Telecom Sector. MA Jinnah University, Department of Business Administration and Social Sciences, Islamabad.
Rahayuningtyas, A., D., Prihatni & Triana, Eka. (2017). Modal Intelektual dan Daya Saing Perguruan Tinggidi Indonesia. Jurnal Akuntansi dan Investasi, Vol. 18 No. 2. DOI: 10.18196/jai.180279.
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2020-03-09
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Nasir, N. (2020). MAGNETIZING THE INTEREST AND RETENTION OF LECTURER IN PRIVATE HIGHER EDUCATION. International Journal of Educational Management and Innovation, 1(2), 120–133. https://doi.org/10.12928/ijemi.v1i2.1632
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