Effort–reward imbalance among dental and dental hygiene faculty and turnover intention

Abstract Purpose The impact of effort–reward imbalance (ERI) on the decision to leave academia among dental and dental hygiene faculty in the United States (US) has yet to be explored. This study examined the effect of effort, reward, and overcommitment on turnover intention to leave academia in dental and dental hygiene faculty in the US. Methods Cross‐sectional survey research design was conducted with a convenience sample of dental hygiene and dental faculty ( n = 273) currently teaching in the US. The survey included three sections: demographics, Teacher Effort–Reward Imbalance Questionnaire (Teacher ERIQ), and turnover intention scale‐6 (TIS‐6). Descriptive, correlation, and regression were used for analysis. Results The completion rate was 66.7% ( n = 182). About 67% of the sample reported sometimes or always considering leaving their job. The effort ( M = 49.53)–reward ( M = 46.86) ratio was 1.11 (SD ± 0.37) suggesting slightly more effort than reward. The TIS mean was 16.32 with scores of 18 or higher suggesting intent to leave. Regression analysis found that predictors of turnover intention were effort (β = 0.315, t = 3.821, p < 0.001) indicating higher levels of perceived effort were associated with an increased turnover intention. Reward emerged as a significant negative predictor of TIS (β = −0.464, t = −7.449, p < 0.001). Conclusion The predictors of turnover intention for faculty were greater effort with lower reward. These are areas institutions need to address to recruit and retain qualified dental and dental hygiene educators.