Abstract
The study explored the factors that relate to the likelihood of institutional researchers (IRs) to plan to leave their jobs. Learning more about the effects on IR job turnover can serve to improve the employment experience of IR practitioners, the profession of IR, and, indirectly, higher education. 1,264 IRs responded to a national survey comprised of antecedents of intention to quit one’s job that had a high degree of construct validity within job turnover theories. Data were tested against a theoretical model developed from the Industrial-Organizational Psychology and IR literature. Perceived organizational support was the strongest predictor of intent to quit. Burnout, lack of advancement opportunities, lack of rewards and recognition, job embeddedness, and available job alternatives also affect IRs intention to quit. Suggestions for supporting IRs and elevating the role of IR on campuses are included.
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