ABSTRACT
Previous studies have demonstrated various factors that influence identification, a construct that explains employees' sense of belongingness to their work. This project extends identification research by exploring how the COVID-19 pandemic changed workers' organizational and occupational identification. Using personal interviews with various types of workers, including (non-)essential and (non-)remote employees, this chapter illustrates how identifications waxed and waned throughout the pandemic. Stories from the field provide insight into the role of personal identity, perceived organizational support, and team communication in the attachment process. Through these ethnographic accounts, we encourage future research to consider factors outside of management's purview which may impact workers' identifications, and we provide a rationale for why convenient samples may help scholars better understand the complex and communicative underpinnings of identification in marginalized and underrepresented communities. © The Editor(s) (if applicable) and The Author(s), under exclusive licence to Springer Nature Switzerland AG 2022.
ABSTRACT
The increase of resignations in education has continued to trend upwards, particularly during the COVID-19 pandemic. The present study's aim was to develop a comprehensive investigation of key predictors and motivations for leaving academia. The key factors associated with intent-to-quit were: low perceived organizational support, high exhaustion, and low compassion satisfaction. Additionally, high rates of depression and anxiety were worse for faculty intending to leave academia. To improve retention, it is recommended that higher education institutions commit to increase support to faculty and to improve overall working conditions, in order to advert the predicted impending Great Resignation within academia.(c) 2022 Elsevier Ltd. All rights reserved.