Impact of Managerial Atmosphere on Turnover Intent in the Private Education Institutions of West Bengal

Impact of Managerial Atmosphere on Turnover Intent in the Private Education Institutions of West Bengal

Soumen Chatterjee (NSHM Knowledge Campus, India) and Paramita Sarkar (NSHM Knowledge Campus, India)
DOI: 10.4018/978-1-4666-4209-6.ch010
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Abstract

This study topic was taken up to scrutinize the issues that are having a crucial impact on the job satisfaction of the teachers of private colleges in West Bengal. Further, this research tries to throw some light on the overall effect of job satisfaction on the turnover intention of the employees. At the end of the chapter, the authors find that the organizational culture and its reward systems undoubtedly have a positive impact on job satisfaction, in contrast to the workload and role of leadership, which have a negative impact on job satisfaction. However, the study also confirmed that job satisfaction itself has a very strong relation with turnover intention.
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Literature Review

Job satisfaction is a poignant assessment made consciously or unconsciously by the employees which directs to a congenial or obnoxious emotional state from one’s job experience. Sharaf et al. (2008) considered Job Satisfaction amongst Private Care Physicians & analyzed that, job satisfaction is the significant most constituent as far as the employee satisfaction is concerned. A startling ratio of the sample i.e. 53% articulated very elevated turnover intent whereas only 13% of teachers displayed low quitting intentions. Alternative satisfaction (accounting 44% variance), accessibility to other job openings (23% variance), perceived class/status (15% variance), and self-responsibility (13% variance) emerged as variables of interpretation or predictor variables. None of the five class variables surfaced as momentous interpreters. Dedication towards the education profession was not at all a noteworthy predictor, suggesting the two concepts independent of each other (Pamu, 2010).

According to Artz (2010), Fringe benefits are significant and positive determinants of Job Satisfaction. The potential endogeneity or correlation between fringe benefits and Job Satisfaction is not shown in this dataset while controlling for fixed effects does not eradicate the significant impact of fringe benefits.

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