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Determinants of Turnover Intentions of Malaysian Academicians

Determinants of Turnover Intentions of Malaysian Academicians

Nurul Jannah Abdul Latif, R Zirwatul Aida R. Ibrahim, Jumadil Saputra, Jasmi Abu Talib
Copyright: © 2022 |Pages: 17
ISBN13: 9781668439371|ISBN10: 1668439379|ISBN13 Softcover: 9781668439388|EISBN13: 9781668439395
DOI: 10.4018/978-1-6684-3937-1.ch008
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MLA

Abdul Latif, Nurul Jannah, et al. "Determinants of Turnover Intentions of Malaysian Academicians." Handbook of Research on the Complexities and Strategies of Occupational Stress, edited by Adnan ul Haque, IGI Global, 2022, pp. 131-147. https://doi.org/10.4018/978-1-6684-3937-1.ch008

APA

Abdul Latif, N. J., R. Ibrahim, R. Z., Saputra, J., & Talib, J. A. (2022). Determinants of Turnover Intentions of Malaysian Academicians. In A. Haque (Ed.), Handbook of Research on the Complexities and Strategies of Occupational Stress (pp. 131-147). IGI Global. https://doi.org/10.4018/978-1-6684-3937-1.ch008

Chicago

Abdul Latif, Nurul Jannah, et al. "Determinants of Turnover Intentions of Malaysian Academicians." In Handbook of Research on the Complexities and Strategies of Occupational Stress, edited by Adnan ul Haque, 131-147. Hershey, PA: IGI Global, 2022. https://doi.org/10.4018/978-1-6684-3937-1.ch008

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Abstract

This study examines the relationship between stress and job satisfaction on the turnover intention among academic staff of private higher educational institutions (HEIs) in Malaysia. A total of 308 private HEIs academic staff have participated through multistage cluster sampling. The results showed a significant positive relationship between stress and turnover intention and a significant negative relationship between job satisfaction and turnover intention. Also, stress and job satisfaction predicted the turnover intention among academic staff in private HEIs. The study provides a clearer understanding and reference to employers about the issue of retrenchment, stress, and job satisfaction among the academic staff of private HEIs in Malaysia. Appropriate strategies can be taken by the organisations involved. For employees, appropriate initiatives can address the causes of turnover intention, such as stress and job satisfaction. Good handling from all parties can prevent the occurrence of retrenchment and further improve the individuals' well-being.

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