Counteroffers for Faculty at Research Universities: Who Gets Them, Who Doesn't, and What Factors Produce Them?
Saved in:
| Title: | Counteroffers for Faculty at Research Universities: Who Gets Them, Who Doesn't, and What Factors Produce Them? |
|---|---|
| Language: | English |
| Authors: | Damani K. White-Lewis, KerryAnn O'Meara, Kiernan Mathews, Nicholas Havey |
| Source: | Higher Education: The International Journal of Higher Education Research. 2025 89(2):535-552. |
| Availability: | Springer. Available from: Springer Nature. One New York Plaza, Suite 4600, New York, NY 10004. Tel: 800-777-4643; Tel: 212-460-1500; Fax: 212-460-1700; e-mail: customerservice@springernature.com; Web site: https://link.springer.com/ |
| Peer Reviewed: | Y |
| Page Count: | 18 |
| Publication Date: | 2025 |
| Document Type: | Journal Articles Reports - Research |
| Education Level: | Higher Education Postsecondary Education |
| Descriptors: | Research Universities, Faculty, Personnel Selection, Competitive Selection, Employment Opportunities, Salary Wage Differentials, Comparable Worth, Faculty Recruitment, Teacher Attitudes, Teacher Persistence, Teacher Supply and Demand, Employer Employee Relationship |
| DOI: | 10.1007/s10734-024-01234-w |
| ISSN: | 0018-1560 1573-174X |
| Abstract: | In US higher education, faculty members may receive an outside offer of employment from an external organization, and then receive a corresponding counteroffer from their current institution. Counteroffers are written contracts made to individuals -- either prematurely in anticipation of an outside offer, but most often after an outside offer -- that outline improved salary, benefits, and/or other employment conditions with the hopes of retaining them. Though the norm of the "retention offer" is pervasive in the academy, in practice it can be much more nebulous, inefficient, discretionary, and inequitable. Few studies, however, empirically examine this process. In this study, we analyze quantitative institutional and survey data collected from 650 faculty by the Collaborative on Academic Careers in Higher Education (COACHE) to explore whether certain populations of faculty are more likely to receive counteroffers, and why. We found that women and racially minoritized scholars were less likely to receive counteroffers, and identified other factors that impact reception of counteroffers like faculty members' desire to leave and their notification of leadership. We conclude by situating findings within extant research and offering implications for future research on counteroffers and their practice in faculty retention. |
| Abstractor: | As Provided |
| Entry Date: | 2025 |
| Accession Number: | EJ1461457 |
| Database: | ERIC |
|
Full text is not displayed to guests.
Login for full access.
|
|
Be the first to leave a comment!
