Perceived Servant Leadership and Turnover Intentions Among Academic Staff: A Co-Relational Study in Ethiopian Public Universities

Abstract

Employee’s turnover intentions may be either voluntary or involuntary. Leadership is the one of the most important aspects which influence turnover intentions of an employee. We examined the relationship between perceived servant leadership and turnover intention among academic staff in Ethiopian public universities. And also analyzed whether demographic variables (sex, age, experience, and academic status) significantly predict servant leadership, and turnover intention. Quantitative approach was employed with descriptive and co-relational designs. A sample of 150 faculty members was selected through proportionate stratified random sampling method from three different categories of Ethiopian public universities. Data were analyzed using both descriptive and inferential statistics. A significant and negative relationship was found between servant leadership and turnover intention (r = -.215, p = .000, two-tailed). The results indicated that the level of servant leadership was low while that of turnover intentions was found above average. It was also found that servant leadership significantly predicts turnover intention, while demographic variables do not. Thus, the universities were analyzed as not servant-oriented. We recommend that, to reduce the turnover intention of their talented and experienced staff, organizational leadership of the target Ethiopian public universities, together with concerned bodies; need to create a reliable academic environment. Moreover, need to exercise an organizational leadership practice that, values, and develops the academic staff, shares and provides leadership, and display authentic leadership practices, and; works to build an academic community. We also recommend that more detailed studies can be conducted in the future in different areas, country wide.