Job Demand, Job Resources, Burnout, and Turnover Intention among Lecturers in Private Higher Institutions in Sabah

Maseri, Masrinie; Tajuddin, Dewi; Monil, Muzalifah

doi:10.6007/ijarbss/v12-i8/14718

Cited by 2 publications

(3 citation statements)

References 19 publications

(19 reference statements)

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“…This is an alarming indicator of more damage to the productivity of an organization and the economy of a nation. Thus, the issue of turnover is critical [12] .…”

Section: Introductionmentioning

confidence: 99%

“Turnover intention” among foreign lecturers in one of the universities in Malaysia: An investigation into the leading factors

Vyzul Karnine,

Amzat,

Duncan Preece

et al. 2023

Environ. Soc. Psychol.

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The current research aims to investigate the internal and external factors influencing faculty turnover intention, with attention to foreign lecturers, among faculty members in one of the universities in Malaysia. The intention of a person to leave their current employment can be referred to as turnover intention. Previous analyses have revealed these ideas to be an employee’s desired strategy for quitting their current job and looking for another one. Job security, supervisor support, remuneration satisfaction, job autonomy, key performance indicators (KPI) achievability, and job satisfaction are the different factors that influence employees’ intentions to leave their jobs. The finding indicates that structural factors including job autonomy, remuneration satisfaction, and KPI achievability contributed to the explanation of turnover intention. These variables play a more significant part in influencing foreign lecturers’ decisions to quit and move to a better job opportunity.

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“…This is an alarming indicator of more damage to the productivity of an organization and the economy of a nation. Thus, the issue of turnover is critical [12] .…”

Section: Introductionmentioning

confidence: 99%

“Turnover intention” among foreign lecturers in one of the universities in Malaysia: An investigation into the leading factors

Vyzul Karnine,

Amzat,

Duncan Preece

et al. 2023

Environ. Soc. Psychol.

View full text Add to dashboard Cite

show abstract

“…, 2021), can also disrupt and disserve universities, such as disrupting the quality of education, hindering teaching activities, learning activities and student research and reduces the motivation and morale of the existing academic community (Asrar-ul-Haq et al. , 2019; Maseri et al. , 2022; Usman and Khan, 2015).…”

Section: Introductionmentioning

confidence: 99%

“…It is vital to research turnover intention in higher education institutions because academicians are the biggest asset of higher education institutions, they are regarded as the core of the educational operation since their performance and competence can significantly affect the student's skills, experience and abilities (Alkadash, 2020). When there is turnover intention in high-quality academicians, organizational performance will not be optimal (Anees et al, 2021;Kakar et al, 2019;Sudarti et al, 2021), can also disrupt and disserve universities, such as disrupting the quality of education, hindering teaching activities, learning activities and student research and reduces the motivation and morale of the existing academic community (Asrar-ul-Haq et al, 2019;Maseri et al, 2022;Usman and Khan, 2015).…”

Section: Introductionmentioning

confidence: 99%

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

Pariyanti

Adawiyah

Wulandari

2022

JARHE

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PurposeThere are two objectives in this study. First, testing the relationship between person-organization fit (P-O fit) and person-job fit (P-J fit) on turnover intentions. Second, examining the moderating role of kinship on the relationship between P-O fit and P-J fit on turnover intentions.Design/methodology/approachThis research was conducted at private universities in Lampung with a total of 282 respondents. The analytical method used to test the research hypothesis was moderated regression analysis (MRA)FindingsThere are five proposed hypotheses, and all of them are supported. The findings of this study reveal that P-O fit and P-J fit are predictors that are negatively related to turnover intentions. Furthermore, kinship moderates the relationship between P-O fit and P-J fit on turnover intentions.Research limitations/implicationsThis study adds to the literature on turnover intentions in universities and underscores some important advances and contributions in developing a human resource management theory related to social capital. Based on the findings of this study, organizations are expected to pay more attention to P-O fit, P-J fit and kinship to reduce the level of turnover intentions. Employers are expected to choose people who match the organization's values and work and create interpersonal relationships between them to reduce turnover intentions, which mean the findings extend the theory of attraction-selection-attrition (ASA), social exchange and social capital. These findings provide theoretical and pragmatic insights for human resource management practitioners and relevant stakeholders.Practical implicationsPractically, the concepts of P-O fit and P-J fit are important to be considered by the leadership because creating a suitable environment for employees will trigger positive behaviors. Leaders must find the right people for the environment and the right environment for the employees. Furthermore, this study has implications for a relational approach to overcoming turnover intentions in the workplace. The relational approach is in the form of kinship. Organizations that encourage opportunities for social interaction among members can reduce employee turnover and tend to create positive social capital.Social implicationsIn social practice, kinship connects people in an organization. The existence of kinship in an organization helps academicians get relational and emotional support from coworkers and superiors so that they will feel a family relationship that may not be found in other organizations, which eventually reduces turnover intentions.Originality/valueThe originality of this study lies in investigating the moderating role of kinship on the relationship between P-O fit and turnover intentions. Kinship in this study is different from research in general. “Kinship” here is based on a kinship perspective because of the peculiarities of Asian culture, especially in Indonesia, namely kinship without blood relations and marriage.

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Job Demand, Job Resources, Burnout, and Turnover Intention among Lecturers in Private Higher Institutions in Sabah

Cited by 2 publications

References 19 publications

“Turnover intention” among foreign lecturers in one of the universities in Malaysia: An investigation into the leading factors

“Turnover intention” among foreign lecturers in one of the universities in Malaysia: An investigation into the leading factors

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

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