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The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

Author

Listed:
  • Abdul Samad Kakar

    (Department of Management Sciences, University of Loralai, Loralai 84800, Pakistan)

  • Roselina Ahmad Saufi

    (Malaysian Graduate School of Entrepreneurship and Business, Universiti Malaysia Kelantan, Kota Bharu 16100, Malaysia)

  • Babin Dhas Devadhasan

    (Department of Management Studies, Loyola Institute of Technology, Chennai 600123, India)

  • Natanya Meyer

    (DHET-NRF SARChI Entrepreneurship Education, Department of Business Management, University of Johannesburg, Johannesburg 2092, South Africa)

  • Seetharampalayam Chettiannan Vetrivel

    (School of Management Studies, Kongu Engineering College, Erode 638060, India)

  • Róbert Magda

    (Institute of Economics, Hungarian University of Agriculture and Life Sciences, 2100 Gödöllő, Hungary
    Vanderbijlpark Campus, North-West University, Vanderbijlpark 1900, South Africa)

Abstract

This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to have a significant negative influence on turnover intention. Moreover, PJF partially and negatively mediates the influence of WLB practices on turnover intention. Consequently, this study suggests implementing several WLB practices (e.g., telecommuting, job sharing, flexitime, paid parental leave, etc.) into higher educational institutions, since it may not only improve academics’ perception of their person-job fit but it may also reduce their turnover intention.

Suggested Citation

  • Abdul Samad Kakar & Roselina Ahmad Saufi & Babin Dhas Devadhasan & Natanya Meyer & Seetharampalayam Chettiannan Vetrivel & Róbert Magda, 2021. "The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions," Sustainability, MDPI, vol. 13(19), pages 1-13, September.
    • Handle: RePEc:gam:jsusta:v:13:y:2021:i:19:p:10497-:d:640389
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    References listed on IDEAS

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    Cited by:

    1. Jianwan Jing & Jinzhe Yan, 2022. "Study on the Effect of Employees’ Perceived Organizational Support, Psychological Ownership, and Turnover Intention: A Case of China’s Employee," IJERPH, MDPI, vol. 19(10), pages 1-18, May.
    2. Puguh Dwi Kuncoro & Martinus Parnawa Putranta, 2024. "The Effect of Person-Job Fit, Job Satisfaction, and Self-Efficacy on Job Performance (Study on the Indonesian Experiential Learning Association)," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 8(7), pages 3444-3454, July.

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