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The Impact of Job Satisfaction and Organizational commitment on the Intention to leave among the Academicians

Author

Listed:
  • Muhammad Saqib Khan
  • Irfanullah Khan
  • Ghulam Muhammad Kundi
  • Shadiullah Khan
  • Allah Nawaz
  • Farhatullah Khan
  • Naseem Bakht Yar

Abstract

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.

Suggested Citation

  • Muhammad Saqib Khan & Irfanullah Khan & Ghulam Muhammad Kundi & Shadiullah Khan & Allah Nawaz & Farhatullah Khan & Naseem Bakht Yar, 2014. "The Impact of Job Satisfaction and Organizational commitment on the Intention to leave among the Academicians," International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences, vol. 4(2), pages 114-131, February.
    • Handle: RePEc:hur:ijarbs:v:4:y:2014:i:2:p:114-131
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    References listed on IDEAS

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    1. Hamdia Mudor, 2011. "Conceptual framework on the relationship between human resource management practices, job satisfaction, and turnover," Journal of Economics and Behavioral Studies, AMH International, vol. 2(2), pages 41-49.
    2. Irfanullah Khan & Allah Nawaz & Muhammad Saqib Khan, 2013. "Determining the Organizational Commitment of Academicians in Public Sector Universities of Developing Countries like Pakistan," International Journal of Academic Research in Accounting, Finance and Management Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Accounting, Finance and Management Sciences, vol. 3(1), pages 280-289, January.
    3. Liesbeth Adriaenssens & Peggy De Prins & Daniël Vloeberghs, 2006. "Work Experience, Work Stress and HRM at the University," management revue - Socio-Economic Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 17(3), pages 344-363.
    4. Lambert, Eric, 2003. "The impact of organizational justice on correctional staff," Journal of Criminal Justice, Elsevier, vol. 31(2), pages 155-168.
    5. 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.
    6. 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.
    7. 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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    3. Zainab Bello & Waleed Alhyasat, 2020. "Compensation Practices on Job Satisfaction of Faculty Members in Private HEI in Saudi Arabia: Mediating Role of Talent Management," International Journal of Human Resource Studies, Macrothink Institute, vol. 10(4), pages 3747-3747, December.

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