This study seeks to investigate the intention to leave among self-initiated academic expatriate in the public universities in Malaysia. Objectives of this study are threefold. Firstly, to identify the difference in perception of human resource practices, organizational commitment and intention to leave based on demographic background. Secondly, to examine the relationship between human resource practices and organizational commitment with the intention to leave. Finally, to identify the most significant human resource practices that influences the intention to leave. Questionnaire data were collected from public higher education institutions in Malaysia. The subjects are 88 self-initiated academic expatriates attached to various public universities in Malaysia particularly in the Klang Valley. Test of difference and multiple regression analysis methods are used to test the hypotheses. Findings indicated that intention to leave is strongly associated with human resource practices, followed by organizational commitment. The analysis also suggested that training and career development, and challenging opportunity are two elements of human resource practices contributing to intention to leave. The findings implicates the importance of rewards, recognition and job growth opportunities in order to retain the self-initiated academic expatriate. These were some highlights that could be used in strategizing internalisation among public universities in Malaysia.
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Published by Human Resource Management Academic Research Society (www.hrmars.com)
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