Abstract:

The field of student affairs has seen an exodus of staff members over the past few years. Employee attrition, however, is not a new problem in student affairs. This grounded theory study aimed to understand why student affairs professionals leave the field. Based on interviews with student affairs professionals who left the field between March 2020 and March 2022, we developed a departure model that describes participants' experiences from their interest in and socialization into the field to their departure. Our model highlights how the conflicts between personal life, values, and approach to work and institutional policies, practices, and leadership rooted in white supremacy decreased participants' commitment to staying in the field over time. While our model focuses on departure, it also points to opportunities for disrupting current practices and transforming the working conditions in the field to attract and retain a diverse staff of student affairs professionals. In sharing implications, we take a both/and approach, highlighting how we can disrupt white supremacy culture and decolonize higher education and how we can foster student affairs professionals' ability to navigate the current cultural norms and environments.

摘要：

过去几年，学生事务领域的工作人员大量外流。然而，员工流失并不是学生事务中的新问题。这项扎根的理论研究旨在了解学生事务专业人员离开该领域的原因。根据对 2020 年 3 月至 2022 年 3 月期间离开该领域的学生事务专业人员的采访，我们开发了一个离职模型，该模型描述了参与者从对该领域的兴趣和社交到离开的经历。我们的模型强调了个人生活、价值观和工作方法与根植于白人至上的机构政策、实践和领导力之间的冲突如何随着时间的推移降低参与者留在该领域的承诺。虽然我们的模型侧重于离职，但它也指出了颠覆当前做法和改变该领域工作条件的机会，以吸引和留住多元化的学生事务专业人员。在分享影响时，我们采取了两者兼而有之的方法，强调我们如何能够破坏白人至上文化和使高等教育去殖民化，以及如何培养学生事务专业人员驾驭当前文化规范和环境的能力。