Turnover Intention among Lecturers in Private Universities Tanzania: Is the Question of Job Satisfaction?

Abstract

The purpose of this study was to determine the effect of job satisfaction on
turnover intention among lecturers in private universities in Tanzania.
Specifically, the study intended to examine the effect of pay towards labour
turnover intention, ascertain how workload affects labour turnover intention,
and assess the contribution of work environment towards labour turnover
intention. The study employed a cross-sectional survey design. The sample of the
study was 132 academicians, drawn using simple random sampling technique.
The data were collected using a close-ended questionnaire and analysed using
multiple linear regression analysis. The findings show that pay has a negative
relationship with labour turnover intention (β = -0.247, p < 0.05). The result
implies that increase in pay results in a 0.247 decrease in turnover intention
among lecturers. Moreover results reveal that workload has a positive
relationship with labour turnover intention (β = 0.246, p < 0.01). The result
infers that increase in workload results in 0.246 an increase in turnover intention
among lecturers. Similarly, the finding indicates that work environment has a
negative relationship with lecturers’ turnover intention (β = -0.586, p < 0.001).
The results suggest that a more favourable work environment is associated with
a decrease of 0.586 in turnover intention among lecturers. The study concludes
that pay, workload, and work environment are related with turnover intention
among lecturers in private universities in Tanzania. The study recommends a
review of the current pay structure and enhancement of the characteristics of the
work environment in order to lower turnover intention among lecturers. A study
on job satisfaction due to work environment and labour turnover intention among
lecturers is suggested.