Teaching and Research Interests
Organizational and institutional cultures and climates as
related to:
-
Employee turnover
-
Strategic human resource development
-
Student persistence
-
Faculty (HRD & AdEd) satisfaction
My research focuses on retention—retaining employees and
students in their organizational or institutional contexts
respectively to achieve their academic or career goals. Thus my
research focuses on (a) employee turnover and identifying
cultures that are conducive to employees staying, (b) HRD’s role
in creating cultures so advantageous to the organization and
individual high performance that it is recognized as a strategic
asset, (c) institutional cultures conducive to student
persistence, and (d) academic cultures, particularly that which
contributes to faculty satisfaction and persistence.
I have a B.A. degree in business administration from Drake
University, after which I spent over a decade in the corporate
world in marketing and management. Both my master’s and Ph.D.
are in education from the University of Minnesota.
My overarching mission is to foster and contribute to the
intellectual development of adult learners. To that end, I would
be delighted to work with M.A. and Ph.D. students who share an
interest in any of the topics noted above and who would be
willing to engage in research with me on those topics.
Selected Works
Peterson, S. (under revision). The
relationship between career-decision-making self-efficacy,
organizational climate, and employee retention in governmental
agencies. Human Resource Development Quarterly.
Peterson, S. (under revision). Creating and
sustaining a strategic partnership: A model for Human Resource
Development.
Peterson, S. (2007). Managerial turnover
in U.S. retail organizations. Journal of Management Development,
26(8), 770-789.
Peterson, S. (2006). Organizational culture
and climate, managerial retention, and strategic human resource
development. The international Journal of Knowledge, Culture,
and Change Management.
Peterson, S. & Wiesenberg, F. (2006). The
nature of faculty work in Canada and the US. Human Resource
Development International, 9(1), 25-47.
Moore, S. & Peterson, S. (2005, Feb.). HRD
as strategic partner. In M Morris (Ed.) Academy of Human
Resource Development, 2005 Conference Proceedings (pp.
187-194). Boulder, CO: Colorado State University.
Peterson, S. (2004). Toward a theoretical
model of employee turnover: A human resource development
perspective. Human Resource Development Review, 3(3),
209-227.
Peterson, S. & Wiesenberg, F. (2004).
Professional fulfillment and satisfaction of US and Canadian
adult education and human resource development faculty.
International Journal of Lifelong Education, 23(2), 159-178.
Wiesenberg, F. & Peterson, S. (2004).
Workplace learning as a field of inquiry: A Canadian-US
comparison. Journal of Workplace Learning, 16(4),
219-236.
Peterson, S. (2004). Organizational climate
and turnover in U.S. non-profit government organizations. In Y.
Moon, A. Osman-Gani, K. Shinil, G. Roth, & H. Oh (Eds.) Human
Resource Development in Asia: Harmony and Partnership (pp.
268-276). Seoul, Korea: Seoul National University.
Wiesenberg, F. & Peterson, S. (2004).
Workplace learning programs: A Canadian-US comparison. In S
Hughes (Ed.) Canadian Association for University Continuing
Education (pp. 1-11). Waterloo, Ont: Wilfrid Laurier
University.
Peterson, S. & del Mas, R. (2001). Effect of
career decision-making self-efficacy and degree utility on
student persistence: A path analytic study. Journal of
College Student Retention: Research, Theory, and Practice, 3(3),
285-299.
Peterson, S., & Provo, J. (2000,
March/April). A case study of academic program integration in
the U.S.: Andragogical, philosophical, theoretical, and
practical perspectives. International Journal of Lifelong
Education, 19(2), 103-114.
Updated January 2008
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