Factors Associating Teachers' Turnover Intention in Wangdue Phodrang District in Western Part of Bhutan

Abstract

The purpose of the study was to investigate the level of job satisfaction factors, organizational factors and teacher's turnover intention, examine the relationship between job satisfaction factors, organizational factors and teacher's turnover intention and to investigate the predictors on teachers' turnover intention as perceived by teachers teaching in Wangdue Phodrang district in western part of Bhutan. This study used quantitative method and survey questionnaire were used to collect data from 204 sample teachers, Descriptive statistical analysis, Pearson's product moment correlation coefficient and linear regression analysis were applied to analyze the data. The findings indicated that the overall turnover intention of the teachers were rated moderate with the mean score of 2.69 and the overall job satisfaction factors and organizational factors' impact on turnover intention were perceived at high level with the mean score of 3.6. The finding also shows that both job satisfaction factors and organizational factors have correlation but negatively and statistically significant at 0.01. Furthermore, the finding predicted that working environment and incentives were two factors that can influence the teachers' turnover intention statistically significant at 0.01 level (β-.26 and β-.16) respectively. Result indicates that the working environment could predict 11% of teachers' turnover intention followed by the incentives which could predict 14% of the influence on teachers' turnover intention. With the teachers perception, it was indicated that better remuneration should be worked out, Conducive work place need to be created, providing career opportunities and out country trainings, timely support from the organization and motivation and rewards would reduce teachers' turnover intention. Further, it was suggested that the working environment and incentives play pivotal roles on teachers' turnover intention signifying the priority needs in those areas to reduce teachers' turnover intention for quality teacher retention.