Job satisfaction of entry-level student affairs professionals has been an issue of interest to researchers and practitioners alike since at least the 1980s. A high turnover of housing and residence life live-on and live-in (LO/LI) professionals has led to a curiosity for the reason. Investigation into job satisfaction of these professionals is an ideal way to determine ways to help retain LO/LI professionals and enhance their overall job satisfaction. In this study, the personal demographics, institutional demographics, and amenities provided to entry-level housing and residence life professionals holding LO/LI positions, and what impact, if any, they had on job satisfaction were examined. Job satisfaction was measured by two separate means, both based on the theoretical framework, the Job Characteristics Model. A web-based survey was distributed to approximately 9,000 members of the Association of College and University Housing Officers-International, asking for all LO/LI professionals to complete the survey. Personal demographics slightly affected job satisfaction, and institutional demographics were not related to job satisfaction. Amenities were the strongest predictors of job satisfaction among the three areas examined. Specific amenities such as meal plans, reserved parking, and flexible work hours had a more significant impact on job satisfaction than others.

The intent of this study was to explore and understand the effects of professional experience on the ethical profiles of housing and residence life staff. Through a survey design, this study used the Managerial Ethical Profile (MEP) to analyze the professional experience of members of the Association of College and University Housing Officers – International (ACUHO-I). The MEP scale measures the range of influences on respondents and describes the major tendencies by placing respondents in ethical profiles. Results from this study indicated that professional experience does influence respondent ethical profiles. This study contributes to the field of higher education by informing university administrators how professional experience plays a role in their staff members’ day to day work and responses to decision making.

This hermeneutic phenomenological study investigated the experiences and perspectives of Black male residence life professionals regarding attrition in student affairs, especially in the context of the COVID-19 global pandemic. In higher education, the phenomenon of high attrition among student affairs professionals is a major concern, with minoritized communities facing unique challenges. This study aimed to fill a gap in the literature by concentrating on the experiences of Black male residence life professionals working at a predominantly White institution in the United States in 2020. The study used Bronfenbrenner's bioecological systems theory as a theoretical framework to understand factors that impact attrition rates. Due to the pandemic and the complexities of institutional racism and microaggressions, Black male residence life professionals faced significant challenges and displayed incredible resolve during an unprecedented higher education crisis, according to this study. These findings are important for devising strategies for recruiting and retaining underrepresented professionals in student affairs.

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College administrators have been in the business of employing students as RAs or an equivalent position for many years. Over those many years, the students and the type of students hired for this position changed. Once again, it is time for a generational change. Gen Y students are currently entering at least their second year of college and are now eligible to apply for RA positions. The present study operated on the assumption that student motivations to seek the RA position may have changed over time as new generations of students have entered higher education. The perceived benefits of student employments in positions such as the RA position may shift with the change in the characteristics, needs, motivations, and desires of the students to seek employment. Researching employment motivations periodically to gauge shifts in reasons for seeking employment in the RA position may be helpful. The present study has significance for both future practice and future research in student affairs. In terms of future practice, three constituencies might be interested in the results of the study: Residence Life practitioners (RLPs), RAs, and student affairs practitioners. In the current study, there were several significant findings. First, Gen Y students sought the RA position for the following reasons (by order of importance), Helping Behaviors, Career Development, Financial Obligations, RA Cohesiveness, Personal Growth, and Desire for Power. Second, Gen Y females reported Helping Behaviors as an important reason for seeking the RA position significantly more often than did their male counterparts. Third, the research found no statistically significant differences in the reasons majority and minority Gen Y students sought the RA position. Finally, statistically significant differences were found when the reasons Gen X and Gen Y students sought the RA position were examined. Although the study examined only a limited number of Gen Y students, the results indicate that Residence Life professionals and RA staff selections teams may want to reconsider the way in which RA applicants are recruited. / Master of Arts

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