| dc.description.abstract | Baylor University is a private, Christian, Research 1 institution in Waco, Texas. In 2010, the responsibility of academic advising shifted from faculty to professional staff, and advisors have played an increasingly important role in recruiting and retaining students. Given the crucial role that academic advisors play in student success and institutional performance, understanding the drivers of advisor retention is imperative. Currently, there is no data available to understand the value advisors place on various elements of their work experience when determining whether to continue serving in their roles at Baylor.
This study investigates the extent to which six institutional factors (benefits, commitment to mission, opportunities for advancement, salary, supervisor effectiveness, and work modality) impact retention of academic advisors within the undergraduate schools and colleges at Baylor University. Through a mixed-methods approach, which included surveys and focus group interviews with the academic advisors, the institutional factors were ranked and benefits, salary, and commitment to institutional mission were the top three contributing factors.
Comprehensive benefits, including healthcare, retirement, and tuition remission programs were found to be significant motivators for advisors to remain in their positions. While salary is often assumed to be a primary driver of retention, this study finds that it is one of several critical factors, and its impact is often moderated by other elements, such as job satisfaction and workplace culture. Additionally, advisors who exhibited a strong alignment with and commitment to the institution's mission were more likely to have lower turnover intentions.
The findings suggest that Baylor University can enhance advisor retention by developing competitive benefits packages, ensuring salary structures are competitive, and fostering a strong institutional mission alignment. Recommendations include prioritizing communication and transparency, fostering inclusivity, and evaluating advisor responsibilities to ensure that pay aligns with work responsibilities. This study contributes to the broader understanding of employee retention in higher education and provides actionable insights for institutions aiming to improve advisor retention and, consequently, student success. | |
