The Impact Assessment of Demographic Factors on Faculty Commitment in the Kingdom of Saudi Arabian Universities. Journal of College Teaching and Learning, Vol.8, No.2, pp1-13, 2011

Turnover is the ratio of the number of workers that had to be replaced in a given time period to the average number of workers (Agnes, 1999). Employee turnover is affected by job dissatisfaction, errors in employee selection, and poor management (White, 1995). As a performance indicator, turnover should be understood by management and leadership of the company. Turnover in the teaching profession can have important consequences for universities and students, including the financial and time costs of filling positions, disruption of curricular continuity, and difficulty in maintain a cohesive school environment. Some of the preventive actions include management training in order to capture warning of job dissatisfaction and periodic workplace evaluation of satisfaction, an open door policy style of management, and uphold strict hiring standards (Coleman, 1989). In order to keep costs down, a streamlines and efficient human resource program is recommended (White, 1995). This study examines the effect of faculty turnover on their performance in university environment in Kingdom of Saudi Arabia. The proposition of the present research is that moderate levels of turnover may positively affect organizational performance. The results indicated