New Department of
Organizational Leadership,
Policy and Development
Effective July 1, 2009, a new
department has been created that
integrates the business and
marketing education, human
resource development and adult
education, and comprehensive
WHRE programs from the
Department of
Work and Human Resource
Education (WHRE) into the
department formerly known as
Educational Policy and
Administration (EdPA). The
name of this new department is
Organizational Leadership,
Policy and Development (OLPD).
It will offer exciting
opportunities for collaboration
and interdisciplinary education
and research. Click
here for details. |
Teaching and Research Interests
Organizational cultures and environments as related to:
-
Employee turnover
-
Strategic human resource development
-
Workplace learning
-
Academic environments and faculty satisfaction
-
Student persistence
My research focuses on retention—retaining employees and
students in their organizations so they might achieve their
academic or career goals. Thus my most recent research focuses
on (a) employee turnover and identifying cultures that are
conducive to employees staying, (b) HRD’s role in forging
strategic partnerships by creating and sustaining high
performance organizational cultures, and (c) workplace learning.
I have also published, though not as recently, on academic
contexts, particularly those which contribute to faculty
satisfaction and persistence and institutional environments
conducive to student 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 degree 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
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. (in press).
Career-decision-making self-efficacy and the likelihood of
retention in government agencies. Human Resource Development
Quarterly.
Peterson, S. (in press). Employer sponsored
learning in the workplace. In C. Kasworm, A. Rose, & J.
Ross-Gordon (Eds.), The 2010 Handbook of Adult and
Continuing Education.
Peterson, S. (2008). Creating and sustaining
a strategic partnership: human resource development. Journal
of Leadership Studies, 2(2), 82-94.
Peterson, S. (2007). Managerial turnover
in U.S. retail organizations. Journal of Management Development,
26(8), 770-789.
Peterson, S. (2006). Strategic human
resource development: Sustaining organizational cultures and
retaining employees. International Journal of Knowledge,
Culture, and Change Management (Vol. 6). Volume 6.
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.
Updated July 2009
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