Mediating Role of Job Satisfaction in the Relationship Between Quality of Work Life and Turnover Intention among Non-Teaching Employees in Private Higher Academic Institutions

This study explored the relationship between quality of work life (QWL) and turnover intention, examining whether job satisfaction mediates this relationship among non-teaching employees in private higher education institutions. The primary objective was to assess turnover intention, analyze QWL levels, and identify factors influencing job satisfaction. Using a descriptive-correlational design, data were collected from 185 non-teaching employees through stratified random sampling. A questionnaire served as the data collection tool. Results indicated that most respondents were 27-42 years old, female, single, college degree holders, and had 1-5 years of work experience. Turnover intention levels were relatively high. Respondents reported satisfaction with quality of work life (QWL) in areas like a safe environment, human capacity development, social integration, total life space, and social relevance. However, they were impartial regarding adequate and fair compensation, growth, security, and constitutionalism. Although employees may be generally satisfied with their jobs, job satisfaction does not mediate the relationship between Quality of Work Life (QWL) and turnover intention. The p-value is above 0.05 for all variables, showing no significant indirect effect of quality of work life (QWL) on turnover intention through job satisfaction. Significant differences in turnover intention were observed based on age, civil status, and length of service, while no differences were found for sex, educational attainment, or campus. The findings proposed the development of targeted interventions to reduce turnover intention. The plan includes initiatives such as enhanced training and development programs to support career growth, a competitive compensation package to acknowledge employee contributions, strengthened employee recognition practices to foster appreciation and motivation, and peer support networks to improve workplace relationships and support.