Determinants of academic staff turnover intention in Ethiopian higher education institutions: a comparative study of Dire Dawa and JigJiga universities

The objective of the study is to assess the major determinants of academic staff turnover intentionon Dire Dawa and Jig jiga university academic staff. This research employed comparative research design since the study intended to gather quantitative and qualitative data that describes the nature and characteristics of the determinants of academic staff turnover intention and its effect on Dire Dawa and Jig jiga university academic staffs. The sample size for the study comprised from a total of 300 respondents representing 19% of the target population. Among the 300 respondents 150 are from Dire Dawa and 150 are from Jig Jiga. This study took all academic staff of both universities as target population. Primary data was collected using questionnaires. The researcher used frequencies, percentages, mean value, Correlation and regression for data analysis. The study concluded that the major causes of academic staff turnover in Dire Dawa and Jig jiga university academic staff include; role ambiguity, role conflict, payor reward system, lack of attractive salary and benefits packages, lack of career advancement and promotion, improper supervision, Job scope (assignment) and organizational commitment. The study investigated that there is high academic staff turnover intention at both universities. The study recommended that the two universities should implement clear planned goals and objectives and proper time schedule for their job, frame work or policy to complete their assignment and they have to avoid working with two or more groups who operate quite differently. Moreover, the universities should establish clear Pay (reward) system; create promotional opportunities, effective supervision, disciplinary rules and regulations that involve the academic staffs in Dire Dawa and Jig jiga university. Deans/supervisors of the two universities should be supportive, fair and reasonable for academic staff and appreciate/recognize the effort of academic staff. The universities should create and maintain an organizational structure where academic staff can freely exercise their academic freedom and intellectual capacity in order to improve the performance of the organization.