Abstract
Purpose. The purpose of this study was to determine what sources of job satisfaction or dissatisfaction prompt Student Lie and Development support staff members at selected California State University campuses to stay or leave after their organizations downsize. Methodology. The sample included fifty-eight Student Life and Development support staff at three Southern California State University campuses. A total of fifty out of fifty-eight (86 percent) of the surveys were returned. Three support staff members from each campus were interviewed. Qualitative data were generated through open-ended survey questions and face-to-face interviews. These data were analyzed using frequency tables. A one-way analysis of variance was used to determine if there was significant difference (.05) between groups about sources of job satisfaction and dissatisfaction based on gender, age, ethnicity, and years in current position. Key findings. Student Life and Development support staff identified the following sources as reasons that would prompt them either to stay or leave their current position after downsizing: (1) meaningful role, (2) supervisor's behaviors, (3) relationships with coworkers, (4) salary, and (5) benefits. Conclusions. Student Life and Development support personnel chose to stay in their current positions after downsizing because of the culture of collaboration and support in their department. Department leaders created a culture of support by: (1) developing a collaborative work environment among employees, (2) taking a personal interest in and recognizing individual support staff members for their contributions, and (3) focusing on a common goal---working with students. The combination of these three influences led to a strong affiliation with the department. Conversely, if support staff had not felt strong affiliation with the leader, their colleagues, and clients (the students), then salary and benefits would have become a stronger reason to leave, especially during financial crisis. Recommendations. Further studies should: (1) replicate this study with a larger sample to determine if the same sources of satisfaction and dissatisfaction were important to Student Life and Development Support Personnel at other California State University campuses in their decision to stay or leave their current position after organizational downsizing, and (2) replicate this study with support personnel facing downsizing in other state university departments.