Overview
Administrative staff shape the quality of service a university offers, yet staff at one national university in South Korea reported that frequent and involuntary job transfers made professional development difficult. This poster, with Chan Lee, Mieh Kim, and Ahreum Lim of Seoul National University, examines whether job rotation there is as disorderly as believed and how it relates to motivation for career development.
The study mixed two methods. Focus group interviews with managers explored needs for career development. A survey collected the sequence of job fields each staff member had held over the previous eight years; 176 responses were collected and 167 were analyzed with social sequence analysis.
Key points
- Interviews showed several different views of what staff expertise means and pointed to a gap between the rotation rule and its application.
- Sequence analysis found six types of rotation by job assignment, including a multiple-field rotation type, single-field staying types, a return-to-the-job type, and a newcomer type.
- Five types appeared by workplace, with little movement out of certain workplaces such as headquarters.
- The poster recommends applying rotation more flexibly by job field and linking it to career development planning and performance management.
Event
AHRD 2019 (poster session).
Citation
Lee, C., Kim, M., Lim, A., & Chae, C. (2019). Evaluation on job rotation policy and its effect on career development in higher education institute using a social sequence analysis. Poster presented at AHRD 2019.