Despite calls for increased Adoption Communication Openness (ACO) within the adoptive family, research indicates that families still struggle to accomplish the recommended elements and levels of openness. What could be holding families back from this key process? Three focus groups comprised of 17 adoptive parents of early adolescents (aged 10-14) who were age 0-2 at the time of placement were thematically coded. This inductive analysis revealed the complexity rooted in being —sometimes successfully and sometimes not—communicatively open. Four key themes emerged painting a vivid and rich picture of: a) the breadth and depth of this experience; b) the work entailed; c) the emotionality of it; and d) the grief and loss embedded in it. These results strengthen the understanding of the lived-experience of the adoptive parent thus magnifying the call for not only further research into what drives ACO in the family, but also consistent and supportive pre- and post-adoption services and clinical work.

In spite of the increase in the number of the international academic workforce and their potential benefits, international status has been relatively under-studied in Public Management and Higher Education literature in comparison with studies of age, gender, and race. Given these realities, the present study identifies characteristics of internal and external variables that influence international and U.S. faculty turnover intentions in a large public South Eastern research university. To understand the variations in short-term and long-term turnover levels while controlling for various demographic, structural, and external variables, eight Ordinary Least Square (OLS) regression analysis were performed using turnover intentions as the dependent variables. Distributive justice has the strongest negative effect on short-term turnover, and communication openness has the strongest negative effect on long-term turnover. After controlling for job satisfaction and organizational commitment, the effect of communication openness on short-term turnover and the effect of distributive justice on long-term turnover are not statistically significant. This suggests that communication openness and distributive justice might affect turnover through job satisfaction and/or organizational commitment. Job satisfaction has the strongest negative effect on short-term turnover and organizational commitment has the strongest negative effect on long-term turnover after controlling for internal and external variables. In addition, this study aims to analyze the differences in internal and external factors that impact faculty turnover by international status. In achieving this aim, international faculty were compared to the U.S. faculty on the afore-mentioned internal and external factors that were shown in the literature to impact turnover. The result shows that structural variables such as autonomy, communication openness, and procedural justice play a bigger part in how international faculty evaluate their career with the current university than it does for U.S. faculty. On the contrary, kinship ties and job opportunity have stronger effects on U.S. faculty turnover than international faculty turnover. The implications of this study and areas of future opportunities are discussed.