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Talent retention strategies for female academics in the higher education sector:A Sub-Saharan Africa context

Author

Listed:
  • Blessing Kanyumba

    (Durban University of technology)

  • Melanie Lourens

    (Durban University of technology)

Abstract

This study aimed at identifying talent retention strategies for female academics in the higher education sector, paying particular attention to the Sub-Saharan context. Higher education institutions rely on the knowledge, abilities, and skills of their academics in order to keep abreast of the changing nature of higher education globally. These institutions of higher learning are required to be competitive and achieve their strategic goals in order to remain relevant in the sector. Studies have shown that female academics are leaving the higher education sector for the private sector for numerous reasons, including better salaries and further development. Additionally, some female academics are emigrating to European countries in search of greener pastures. Therefore, higher education institutions have to ensure that talent retention strategies are implemented to retain female academics, as well as to facilitate their progress to top leadership positions. The study utilized four crucial retention strategies identified in Kenya by Mutiria, Rukangu and Kubaison in 2015. These retention strategies include compensation and benefits, formal succession planning, training and development and career development opportunities. A quantitative research design was adopted for this study, whereby online questionnaires were completed by 112 female academics at a Sub-Saharan university. The data were analyzed using the Statistical Package for the Social Sciences (SPSS) version 27 for Windows. The results revealed a significant relationship between the four identified strategies and retention. Thus, institutions of higher learning should effectively implement these strategies in order to retain talented female academics, considering the dynamics in the sector. Key Words:Female academics, retention strategies, higher education, Sub-Saharan Africa

Suggested Citation

  • Blessing Kanyumba & Melanie Lourens, 2021. "Talent retention strategies for female academics in the higher education sector:A Sub-Saharan Africa context," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 10(7), pages 142-149, October.
    • Handle: RePEc:rbs:ijbrss:v:10:y:2021:i:7:p:142-149
    DOI: 10.20525/ijrbs.v10i7.1422
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    References listed on IDEAS

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    1. Syed Najam Ul Hassan & Danish Ahmed Siddiqui, 2020. "Impact of Effective Succession Planning Practices on Employee Retention: Exploring the Mediating Roles," International Journal of Human Resource Studies, Macrothink Institute, vol. 10(2), pages 2155-2155, December.
    2. Dina Sarah Syahreza & Prihatin Lumbanraja & Ritha F. Dalimunthe & Yeni Absah, 2017. "Compensation, Employee Performance, and Mediating Role of Retention: A Study of Differential Semantic Scales," European Research Studies Journal, European Research Studies Journal, vol. 0(4A), pages 151-159.
    Full references (including those not matched with items on IDEAS)

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