Relationship Between Job Satisfaction and Mobility Intentions of University Teachers in China
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Abstract
This study analyzes the relationship between job satisfaction and the mobility intentions of university faculty, using frameworks derived from Customer Satisfaction Theory, Maslow's Hierarchy of Needs, and Herzberg's Two-Factor Theory. The research involved 427 participants from both public and private universities in China. Structural Equation Modeling (SEM) was employed to evaluate the relationships among variables and to examine the mediating role of job satisfaction. The findings reveal that effective organizational management, a supportive work environment, and opportunities for self-development are key factors influencing job satisfaction, which significantly reduces mobility intentions. Furthermore, job satisfaction acts as a mediator between these factors and mobility intentions. In conclusion, the analysis confirms that job satisfaction is a crucial factor in reducing lecturers' intention to change jobs. Effective organizational management, a supportive work environment, and opportunities for professional development are statistically significant factors (p < 0.001) that enhance job satisfaction, playing a pivotal role in decreasing turnover intentions in the long term. The recommendations focus on improving human resource policies within universities to enhance job satisfaction and reduce faculty turnover in the long term. Recommendations develop a flexible management system: The university should create a management system that can adequately respond to the needs of the faculty, emphasizing fairness and transparency. Create a work environment conducive to growth: Supporting teamwork and reducing conflicts will help strengthen good relationships within the organization. Support self-development mechanisms: Providing opportunities for training, research, and career advancement pathways will enhance faculty members' commitment to the organization. This research emphasizes the importance of developing policies and strategies that promote job satisfaction to help reduce the long-term turnover rate of teachers.
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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
บทความที่ปรากฏในวารสารนี้ เป็นความรับผิดชอบของผู้เขียน ซึ่งสมาคมนักวิจัยไม่จำเป็นต้องเห็นด้วยเสมอไป การนำเสนอผลงานวิจัยและบทความในวารสารนี้ไปเผยแพร่สามารถกระทำได้ โดยระบุแหล่งอ้างอิงจาก "วารสารสมาคมนักวิจัย"
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