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Research on the Influence factor of Turnover Intention in Private Universities in Yunnan |
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| รหัสดีโอไอ | |
| Creator | Jinwen Zhang |
| Title | Research on the Influence factor of Turnover Intention in Private Universities in Yunnan |
| Contributor | Somkid Kaewtip, Bongkochmas Ek-Iem, Chalermchai Panyadee, Jariya Koment |
| Publisher | Assumption University Press |
| Publication Year | 2569 |
| Journal Title | AU-GSB e-Journal |
| Journal Vol. | 19 |
| Journal No. | 2 |
| Page no. | 151-160 |
| Keyword | Work-Family Conflict, Work Environment, Supervisor Support, Career Stability, Turnover Intention, Private Universities |
| URL Website | https://assumptionjournal.au.edu/index.php/AU-GSB/article/view/9555 |
| Website title | AU-GSB e-Journal |
| ISSN | 1906-3296 |
| Abstract | Purpose: The expansion of private higher education in China has created significant challenges in retaining young faculty members, as high turnover rates threaten institutional stability and teaching quality. This study aims to investigate the factors influencing turnover intention among young teachers in private universities in Yunnan Province, focusing on work-family conflict, work environment, supervisor support, and career stability. Methodology: A quantitative research design was employed, and data were collected through a structured questionnaire administered to 450 teachers under the age of forty across nine private universities in Yunnan Province. The instrument, based on a five-point Likert scale, measured perceptions of work-family conflict, work environment, supervisor support, career stability, and turnover intention. Data analysis was conducted using descriptive statistics, correlation analysis, and Structural Equation Modeling (SEM) to assess both direct and indirect relationships among the variables. Results: The findings indicate that work-family conflict and unfavorable work environments significantly increase turnover intention, while supervisor support and career stability have significant negative effects. Among the predictors, supervisor support demonstrated the strongest influence in reducing turnover intention, emphasizing the importance of managerial care and institutional support. Conclusion: The results suggest that improving organizational support, enhancing career development opportunities, and maintaining a healthy work-family balance can effectively reduce turnover intention among faculty members. These findings provide practical implications for human resource management and policy formulation in private higher education institutions. |
