Abstract
The allocation of government funds towards education has shown a notable rise, ascending from 16.7% in 2026 to over 20% in 2020. The rapid growth of academic institutions in Malaysia has resulted in a higher demand for lecturers. This phenomenon has resulted in Malaysian Higher Education Institutions (HEI) consistently needing more lecturers due to high turnover rates. This study examines the determinants that contribute to the inclination of early career academicians towards leaving their positions. The preliminary investigation has brought attention to the factors of ostracism, career adaptability, and motivation in relation to the intention to leave. This study utilises a quantitative, cross-sectional approach to examine the correlation between all listed factors. The findings suggest a significant relationship between career adaptability, motivation, and turnover intention. In contrast, the impact of ostracism on turnover intention is less significant. Based on the empirical evidence, it is advisable to prioritise career adaptability as a critical factor in the management of public institutions to enhance lecturer retention within public universities. Likewise, intrinsic motivation is a significant aspect that ensures lecturers’ willingness to stay committed to their work.
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