Abstract
Employee turnover is a major concern for organizations. Specifically, among private business schools, it is proved to be one of the major impediments in carrying out academic activities. This phenomenon creates a conundrum for both college administrations and students. Therefore, each academic unit must work to minimize employee turnover. This study aims to identify the elements that influence academicians’ turnover intentions and the ways to negate them. It used a random sample of 236 academicians (professors, assistant professors, associate professors, and lecturers) from various business schools in India. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were used to analyze the sample. In addition, the structural equation modeling (SEM) approach was used to examine the hypotheses. All variables studied had high loadings of 0.50 or more in CFA. The research model was shown to be fit on three important absolute fit indices: absolute, incremental, and parsimonious. The regression weights of hypotheses were also determined to be significant. The findings indicate that organizational support, compensation, and personnel management had a detrimental effect on turnover intentions at business schools. These results can be used by college administration and management in devising interventions that will assist them in retaining existing talented staff and avoiding the negative repercussions of future turnover.
Highlights
High employee turnover is a serious issue as it is considered one of the significant determinants of poor organizational performance in the education sector
For OS, that are elucidated by the normal fit index (NFI), the standardized regression weights were between relative fit index (RFI), incremental fit index (IFI), 1.00 (OS1) and 1.21 (OS2)
The results show that compensation and organization- result clearly states that compensation plays a vital al support are positively correlated with each other, role in the continuation of current employment. where t-value = 7.542, which is greater than the table Where, a good compensation package (COM) value (t = 5.130 > 1.967) and probability value (p-val- negatively relates with the turnover intention (TI) ue) is 0.000 < 0.05
Summary
High employee turnover is a serious issue as it is considered one of the significant determinants of poor organizational performance in the education sector. A high turnover or intention to quit becomes a significant hindrance for exemplary academic performance and reputation across a county Apart from this, it is cumbersome recruiting and training new employees and involves more budgetary implications (Bothma & Roodt, 2012; Roodt & Bothma, 1997; Robinson et al, 2014; Biron & Boon, 2013; Harhara et al, 2015; Jung et al, 2020; Faisal et al, 2020).
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
