Determinants of Turnover Intention in the Private Universities in Malaysia: A Conceptual Paper

Chitra Devi Ainer,Chandrakantan Subramaniam,Lawrence Arokiasamy,Z Ghazali

doi:10.1051/shsconf/20185603004

Abstract

Turnover intentions in academic institutions has become one of the main concern of the management as surviving and achieving excellence is very much about having the knowledgeable and committed employee. Therefore, it is one of the main and foremost issue for a management of higher education institution to give important. There are many factors that influence an academician to have turnover intentions. Hence, this study’s focus was to investigate the relationship between role ambiguity, work-overload, work family conflict, co-workers warmth, co-workers competence and turnover intentions. The variables studied in this paper were analyse from a research framework. The finding of this study has been discussed on role ambiguity, work-overload, work family conflict, co-workers warmth, co-workers competence and turnover intentions. Conclusion has been drawn from the support of literature that states that the variables influences on turnover intentions. This paper’s finding provides valuable guidance for researcher and practitioners to overcome and improve the current mechanism to reduce turnover intentions. The research has also found few new paths for thinking on how to manage employees that having turnover intentions in any organizations.

Highlights

Turnover of academicians is one of the main and foremost issue the management of higher education institution should emphasis on
The establishment of Private Higher Educational Institutions Act 1996, Act 555 “Prior approval of the Minister shall be obtained for the establishment of a private higher educational institution with the status of a University or University College or a branch campus thereof or a branch campus of a foreign University or University College” many private higher education institution existed in Malaysia but only after the announcement of Private Higher Educational Institutions Bill, National Council on Higher Education Bill and National Accreditation Board Bill by Malaysian Government whereby the PHEIs can confer their own degree, the education industry in Malaysia has grown rapidly since (Ministry of Education (MOE), 2015)
As turnover intentions has a significant effect on any organization, this study was carried out to identify the influence of stressor factor namely role ambiguity, work-overload and work-family conflict and relationship with coworkers factors namely co-workers’ warmth and co-worker’s competence in turnover intentions

Summary

Introduction

Turnover of academicians is one of the main and foremost issue the management of higher education institution should emphasis on. Turnover has an impactful effect on any organization and it is considered very crucial for management to pay attention in order to avoid loss in terms of financial, resources and time This intention to leave can be exploited as an indicator of actual turnover based on the theory of planned behavior (Ajzen, 1991) where this intention is said to be the most prompt determinants of real behavior (Alam, & Mohammad, 2010). As turnover intentions has a significant effect on any organization, this study was carried out to identify the influence of stressor factor namely role ambiguity, work-overload and work-family conflict and relationship with coworkers factors namely co-workers’ warmth and co-worker’s competence in turnover intentions. This research is believe to provide an understanding on the ways to overcome the turnover intentions and an idea to employers on how to overcome with possible remedies to avoid turnover intentions

Literature Reviews

Research Framework

Conclusions

Findings

Implications