Investigating policies and factors affecting the faculty members’ retention
Retention is the most important process of human resource management. If an organization fails to retain staff, efforts, and costs related to the recruitment and development of human resources will be wasted. The average faculty members’ turnover rate in medical schools is 38%. Regarding the importance of retention, we decided to implement a review study about the retention policies and factors that affect the faculty members’ retention. The current study was a review, conducted in 2021. According to keywords, an extensive search was conducted. 275 articles and texts were obtained. The articles were screened in three stages. Finally, 61 cases were carefully assessed and entered into the research. Factors affecting faculty members’ retention were: effective development programs, promotion opportunities, academic freedom, organizational culture, work climate, flexibility, peer support, financial support for research, physical resources and equipment, geographic location, college reputation, salaries and benefits, facilities, workload, recruitment, appointment, evaluation, and promotion system. Faculty retention policies included monitoring welfare and health, transparency in recruitment, evaluation, promotion, and compensation services, creating an appropriate climate, providing mentoring, recruitment of couples, extending pre-tenure probationary time, reducing workload for parents, leave for family members' illness, dual-career hiring, control of biases, and salary increases equivalent with present market tendencies. Regarding the permanent changes in the environment and needs, faculty retention requires systematic research to examine the factors influencing the retention and updating of retention policies based on the faculty members’ needs and preferences. Universities will achieve their missions in light of the desired retention of faculty members.
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