The Impact of Job Satisfaction and Organizational commitment on the Intention to leave among the Academicians
For the economic development and poverty alleviation of any state, academicians are the role model of the system, accountable for producing specialized workforce. This role becomes more important in the background of the developing countries (DCs). In the current research, the researcher made an effort to investigate the impact of job satisfaction (JS) and organizational commitment (OC) on intention to leave (ITL) among the academician`s in the higher educational institutions. Based on the existing research, a ‘Research Model’ on the issue, was constructed. The current research also explores the consequences of work related issues (supervision, pay, working condition, co-workers and promotion) on job satisfaction. The study reveals that the organizational commitment and job satisfaction have depressing impact on ITL and inversely related. The current study also explores the fact that work related factors also do effect the JS and OC of the academic workforce in the HEIs.
Volume (Year): 4 (2014)
Issue (Month): 2 (February)
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References listed on IDEAS
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- Liesbeth Adriaenssens & Peggy De Prins & Daniël Vloeberghs, 2006. "Work Experience, Work Stress and HRM at the University," management revue. Socio-economic Studies, Rainer Hampp Verlag, vol. 17(3), pages 344-363.
- Sinem Aydogdu & Baris Asikgil, 2011. "An Empirical Study of the Relationship Among Job Satisfaction, Organizational Commitment and Turnover Intention," International Review of Management and Marketing, Econjournals, vol. 1(3), pages 43-53, September.
- Muhamamd Mudasar Ghafoor, 2012. "Role of Demographic Characteristics on Job Satisfaction," Far East Journal of Psychology and Business, Far East Research Centre, vol. 6(3), pages 30-45, January.
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