Can faculty job satisfaction reduce turnover intention<i>s</i> at management institutes in India? Analysing the mediation effect of organisational commitment

Purpose This study evaluates the impact of job satisfaction amongst faculty members of management institutes in India on their turnover intentions, with a focus on the mediating effect of organisational commitment. Design/methodology/approach A quantitative survey research method was employed, with purposive sampling used to collect data from 371 faculty members across management institutions in India. Primary data was gathered using a structured questionnaire and structural equation modelling using partial least squares structural equation modelling 4.0 tested the hypothesised relationships. Findings The study reveals a significant impact of job satisfaction on turnover intention amongst faculty members of management institutes in India, mediated by organisational commitment. Consistent with existing literature, higher job satisfaction is associated with lower turnover intentions, as satisfied employees are more likely to feel valued and content in their roles, reducing their desire to leave. Research limitations/implications The study highlights that enhancing job satisfaction can significantly reduce turnover intention amongst faculty members of management institutes in India. The management should prioritise strategies to improve faculty job satisfaction in order to strengthen their organisational commitment, thereby reducing turnover intentions. Originality/value This study addresses a significant gap in the literature and made a novel attempt in exploring the empirical relationship between job satisfaction and turnover intention amongst the faculty member of management institutes in India. It uniquely identifies organisational commitment as a mediating factor, providing fresh insights for educational administrators to develop targeted strategies for enhancing faculty retention through improved job satisfaction and commitment.