Job Embeddedness, Work Engagement, And Ethical Work Climate On Turnover Intention Of Academic Staff In Private Higher Educational Institutions
Loading...
Date
2016-04
Authors
Ching, Sock Lee
Journal Title
Journal ISSN
Volume Title
Publisher
Universiti Sains Malaysia
Abstract
The private higher education institution (PHEI) faces high turnover rate among its staff. The main objective of this study is to investigate the relationship among job embeddedness, work engagement, ethical work climate and turnover intention of academic staff in PHEI in Malaysia. There is a need to conduct the study because of inconsistency or weak relationship between job embeddedness and work engagement with turnover intention. Additionally, previous studies focus mainly in the Western context and in industries other than education sector, where the demographic profile varies greatly from that of Malaysia. This research uses purposive sampling and survey method to collect data from 276 academic staff of PHEI. The instruments used in this study were Job Embeddedness scale by Mitchell et al. (2001), Utrecht Employee Engagement scale by Schaufeli and Bakker (2003), and Ethical Work Climate scale by Arnaud (2006). A number of tests, including Harmon’s Single Factor Test was performed to void the data of the influence of common method bias. Data analyses were done using SPSS version 20 and SmartPLS version 2.0. A two-stage PLS was carried out to obtain the results of the study. The findings revealed that in the original model, both job embeddedness and work engagement were found to have significant and negative impact on turnover intention of academic staff. In the full model, results demonstrated that moral judgment and moral motivation had significant impact on the direct paths. This means that the moral motivation and moral judgment influenced the relationship between job embeddedness and turnover intention, as well as between work engagement and turnover intention. Theoretical and practical implications of the study were discussed, and limitations of the study, as well as suggestions for future research were given. All in all, this study has enriched the existing literature on turnover intention, and is helpful to existing policy makers and administrators of PHEI to improve their efforts in retaining their academic staff.
Description
Keywords
Work engagement