Abstract
This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to have a significant negative influence on turnover intention. Moreover, PJF partially and negatively mediates the influence of WLB practices on turnover intention. Consequently, this study suggests implementing several WLB practices (e.g., telecommuting, job sharing, flexitime, paid parental leave, etc.) into higher educational institutions, since it may not only improve academics’ perception of their person-job fit but it may also reduce their turnover intention.
Highlights
Can organisations succeed in reducing academics’ turnover intention? To answer this research question, existing literature has primarily focused on academics’ attitudes, behaviours [1,2,3,4], and organisational practices, in particular, its human resource management practices, which are perceived as predictors of academics’ turnover intention [5,6,7,8].Most recently, the focus has been on the role of work-life balance practices in alleviating employees’ turnover intention
This study aimed to examine the relationship between work-life balance (WLB) practices and turnover intention as well as endeavouring to specify the underlying mechanism through which these associations work
Practices can directly affect person-job fit (PJF) and turnover intention, this study focused on exploring whether PJF mediates the impact of WLB practices on turnover intention
Summary
Can organisations succeed in reducing academics’ turnover intention? To answer this research question, existing literature has primarily focused on academics’ attitudes, behaviours [1,2,3,4], and organisational practices, in particular, its human resource management practices, which are perceived as predictors of academics’ turnover intention [5,6,7,8]. As related to the norms of reciprocity, positive work outcomes, such as job satisfaction, organisational commitment [9,16], employees’ wellbeing [17], and citizenship behaviour, ensue In the latter case, employees generally perceive that the use of these practices by themselves would be interpreted by management as a lack of commitment towards their organisation [12]. By applying the theory of social exchange and norms of reciprocity, we answer the research question of how academics perceive WLB practices influencing their intention to leave their job. When organisations appropriately utilise WLB practices, employees may believe that these practices are likely to meet their needs and preferences while enhancing their ability to meet their job requirements [24,25] These perceptions of need fulfilment and ability enhancement result in PJF [26], which, in turn, lower employees’ turnover intention [27]. The results of this research provide significant contributions related to practice and theory
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