Septriyan, Orpina (2022) The moderating role of perceived organizational support on the relationship between job satisfaction and turnover intention among academic staff of private universities in Malaysia. Master dissertation/thesis, UTAR.
Abstract
Currently, private universities in Malaysia are facing numerous competitive challenges and had a difficult time retaining their academic staff. Many private institutions in Malaysia showed low job satisfaction of academicians working in their institutions, an academicians that feels dissatisfaction may intend to leave the organization and damages the organizational effectiveness by providing poor services. Concisely, the aims of current study is examined the predictive role of job satisfaction on turnover intention, and to highlighting the moderating role of perceived organizational support on the relationship between job satisfaction and turnover intention among academic staff for private universities in Malaysia. Data were collected using online questionnaires adapted from Turnover Intention Scale (TIS-6), Minnesota Satisfaction Questionnaire (MSQ), and Survey of Perceived Organizational Support (SPOS), distributed to academicians from four major states which are Perak, Kuala Lumpur, Selangor, and Johor Bahru. A total of 415 cases were collected, after data were cleaned actual study analyses were examined with a total of 327 cases. The collected data examined through statistical analysis included descriptive statistics (i.e., mean, standard deviation, and frequencies) and inferential statistics (i.e., multiple linear regression analysis with PROCESS Macro version 3.5 by Hayes). The results found that job satisfaction negatively predicts turnover intention. Furthermore, it was also found that perceived organizational support to be a significant moderation for the relationship between job satisfaction and turnover intention. Therefore, this study offers an explanation of the phenomenon that perceived organizational support would moderate the relationship between job satisfaction and turnover intention and determines that academic staff who perceive their organization to be compassionate and supportive of their well-being are more likely to be successfully satisfied with the organization, notwithstanding their intention to quit the organization. This study offers useful knowledge about turnover intentions and provides references for future research that focuses on perceived organizational support as a moderator in the private university setting. Moreover, the study also gives a useful platform for the management to benchmark better organizational support systems, including job structure, environment, autonomy, or flexibility to improve the employees’ job satisfaction and to decrease turnover intention.
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