Psychological Capital and Perceived Organisational Support in Predicting Turnover Intentions Among Office Management Education (OME) Lecturers in Universities

This study examines psychological capital and perceived organisational support to determine their roles in predicting turnover intentions among Office Management Education (OME) lecturers in universities. Grounded in relevant psychological and organisational theories, the study examines whether psychological capital and perceived organisational support significantly predict lecturers’ turnover intentions. Participants were 178 OME lecturers selected from universities included in the study. The study adopted a quantitative cross-sectional survey design in which data were collected at a single point in time using a structured questionnaire containing scales measuring psychological capital, perceived organisational support and turnover intentions. Data were analysed using regression analysis to determine the predictive relationships between the variables. Results indicated that psychological capital significantly and negatively predicted turnover intentions among OME lecturers. Similarly, perceived organisational support significantly and negatively predicted turnover intentions. Furthermore, psychological capital and perceived organisational support jointly significantly predicted turnover intentions, although the two variables explained a relatively modest proportion of the variance in turnover intentions. The findings highlight the importance of strengthening lecturers’ psychological resources and creating supportive organisational conditions as part of efforts to reduce turnover intentions among OME lecturers.