An integrated HRM and psychological resources model of turnover intention among private school teachers in Indonesia

Purpose This study aims to examine the relationships of career management, job crafting and compensation management with turnover intention among private school teachers in Indonesia, positioning teacher retention as a condition for sustaining quality education. It also tests whether psychological well-being mediates the job crafting−turnover intention relationship and whether teacher resilience moderates the effects of the three HRM-related predictors. Design/methodology/approach A cross-sectional survey was conducted with 482 non-civil-service private school teachers aged under 31 in Central Java and the Special Region of Yogyakarta. Data were analysed using partial least squares structural equation modelling. Career management, job crafting and turnover intention were estimated as higher-order constructs using a disjoint two-stage approach, and the hypothesised direct, indirect and interaction effects were assessed through bootstrapping. Findings The model explained 36.9 % of the variance in turnover intention. Compensation management had a significant negative direct effect on turnover intention, whereas career management and job crafting did not. Psychological well-being mediated the effect of job crafting on turnover intention. Resilience strengthened the job crafting−turnover intention relationship, but did not moderate the effects of career management or compensation management. Originality/value This study contributes to quality education research by positioning teacher retention as a condition for sustaining instructional continuity in private schools. It integrates social exchange theory, the job demands-resources model and conservation of resources theory to show that retention depends on differentiated organisational and psychological resources.