This study explored the relationship between job satisfaction and turnover intention among the lecturers in private Higher Educational Institutions (HEI) in Shandong Province of China. 36-items from Job Satisfaction Survey (JSS) and 6-items from Turnover Intention Scale (TIS-6) were utilized to measure the level of job satisfaction and turnover intention respectively. Through stratified random sampling, 4 private HEI was selected with 231 lecturers involved in this study. The level of job satisfaction was at moderate level (3.05 ± 1.15) and turnover intention was at high level (4.05 ± 0.97). Married lecturers were found to have higher satisfaction with the pay than those single lecturers. Significant negative correlation was found between all the dimensions of job satisfaction and turnover intention. Stepwise linear regression analysis further pin-points the important predictors of turnover intention and they are communication, promotion, pay, co-workers and supervision. This study recommended improvement in the pay level, effective incentive mechanism, fair promotion, solid professional development and rational operating procedure as intervention to curb turnover intention.
Ali, O. F., Gohneim, A., & Roubaie, A. A. (2014, October). Knowledge sharing culture in higher education institutions: critical literature review. In European, Mediterranean & Middle Eastern Conference on Information Systems (pp. 1-18).
Amazt, I. H., & Idris, A. R. (2011). Lecturers’ satisfaction towards university management & decision-making styles in some Malaysian public universities. Procedia-Social and Behavioral Sciences, 15, 3957-3970.
Arokiasamy, A. R. A. (2013). A qualitative study on causes and effects of employee turnover in the private sector in Malaysia. Middle-East Journal of Scientific Research, 16(11), 1532-1541.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309-328.
Bothma, C. F., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1), 1-12
Deloitte. (2018). A new era of education. China education development report 2018. Retrieved from https://www2.deloitte.com/content/dam/Deloitte/cn/Documents/technology-media-telecommunications/deloitte-cn-tmt-china-education-development-en-report-2018.pdf
Dezdar, S. (2017). Promoting knowledge sharing in academic environments using non-monetary factors. Library Review, 66(8/9), 595-611.Drucker, P. (2004). Organization behaviour. Management Today.
Plooy, D. J., & Roodt, G. (2010). Work engagement, burnout and related constructs as predictors of turnover intentions. SA Journal of Industrial Psychology/SA Tydskrif vir Bedryfsielkunde, 36(1), Art. #910, 13 pages. DOI: 10.4102/ sajip.v36i1.910
Fan, C. C. (2002). The elite, the natives, and the outsiders: Migration and labour market segmentation in urban China. Annals of the Association of American Geographers, 92(1), 103-124.
Hanushek, E. A., & Rivkin, S. G. (2007). Pay, working conditions, and teacher quality. The Future of Children, 69-86.
Jackofsky, E. F. (1984). Turnover and job performance: An integrated process model. Academy of Management Review, 9(1), 74-83.
Jacobs, E., & Roodt, G. (2008). Organisational culture of hospitals to predict turnover intentions of professional nurses. Health SA Gesondheid (Online), 13(1), 63-78.
Khanka, S. S. (2006). Organizational Behaviour. New Delhi, India: S. Chand Publishing.
Klassen, R. M., & Chiu, M. M. (2010). Effects on teachers' self-efficacy and job satisfaction: Teacher gender, years of experience, and job stress. Journal of educational Psychology, 102(3), 741
Li, P., & Lu, H. (2014). Research on initiative turnover rate of the post-90s workforce?taking labor-intensive enterprises as an example. Journal of Human Resource and Sustainability Studies, 2(01), 12.
Liu, S., & Onwuegbuzie, A. J. (2012). Chinese teachers’ work stress and their turnover intention. International Journal of Educational Research, 53, 160-170.
Malinen, O. P., & Savolainen, H. (2016). The effect of perceived school climate and
teacher efficacy in behavior management on job satisfaction and burnout: A
longitudinal study. Teaching and Teacher Education, 60, 144-152.
Martin, A., & Roodt, G. (2008). Perceptions of organisational commitment, job satisfaction and turnover intentions in a post-merger South African tertiary institution. SA Journal of Industrial Psychology, 34(1), 23-31
Michaelowa, K. (2002). Teacher job satisfaction, student achievement, and the cost
of primary education in Francophone Sub-Saharan Africa (Report No. 188). Retrieved from HWWA Discussion Paper Website:
https://www.econstor.eu/dspace/bitstream/10419/19349/1/188.pdf
Mobley, W. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62, 237-240.
MOE (2019). Ministry of Education, China ??????????. Retrieved online from http://en.moe.gov.cn/documents/statistics/2017/national/201808/t20180808_344699.html
Mxenge, S. V., Dywill, M., & Basaza, S. (2014). Job engagement and employees’ intention to qu
In-Text Citation: (GuiXia & Rashid, 2019)
To Cite this Article: GuiXia, W., & Rashid, A. M. (2019). Relationship between Job Satisfaction and Turnover Intention among Lecturers in Private Higher Educational Institutions in Shandong Province in China. International Journal Academic Research in Business and Social Sciences, 9(12), 590–607.
Copyright: © 2019 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
This article is published under the Creative Commons Attribution (CC BY 4.0) license. Anyone may reproduce, distribute, translate and create derivative works of this article (for both commercial and non-commercial purposes), subject to full attribution to the original publication and authors. The full terms of this license may be seen at: http://creativecommons.org/licences/by/4.0/legalcode
