Analysis of determinants affecting turnover intention in private higher education institutions in China

Abstract

This study explores the relationships between job stress, job insecurity, burnout, and turnover intention among faculty in private higher education institutions (HEIs) in China. Grounded in the Job Demands-Resources (JD-R) Model and Conservation of Resources (COR) Theory, the study examines burnout as a mediating mechanism in this relationship. A survey was conducted among 184 lecturers across 23 regions, utilizing purposive sampling and analyzed using SPSS and SEM-PLS research methods. Findings indicate that job stress and job insecurity significantly contribute to burnout, which in turn increases turnover intention among academic staff. Additionally, the study highlights external factors influencing turnover, such as job market opportunities and employment conditions. The findings provide valuable insights for policy- makers and institutional leaders, emphasizing the need for strategies to enhance job security, stress management programs, and faculty support systems. Addressing these issues can improve employee retention, institutional stability, and long-term sustainability in the competitive higher education sector. This research contributes to the broader discourse on faculty well-being and retention strategies in higher education.