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Push and Pull Factors in Relation to Employee Job Satisfaction and Turnover Intention: a Study of Lecturers in the Business Faculty of Malaysian Private Universities

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Push and Pull Factors in Relation to Employee Job Satisfaction and Turnover Intention: a Study of Lecturers in the Business Faculty of Malaysian Private Universities PUSH AND PULL FACTORS IN RELATION TO EMPLOYEE JOB SATISFACTION AND TURNOVER INTENTION: A STUDY OF LECTURERS IN THE BUSINESS FACULTY OF MALAYSIAN PRIVATE UNIVERSITIES SUDHASHINI NAIR SENGGARAVELLU DOCTOR OF PHILOSOPHY FACULTY OF ACCOUNTANCY AND MANAGEMENT UNIVERSITI TUNKU ABDUL RAHMAN JUNE 2018 PUSH AND PULL FACTORS IN RELATION TO EMPLOYEE JOB SATISFACTION AND TURNOVER INTENTION: A STUDY OF LECTURERS IN THE BUSINESS FACULTY OF MALAYSIAN PRIVATE UNIVERSTIES By SUDHASHINI NAIR SENGGARAVELLU A thesis submitted to the Department of International Business, Faculty of Accountancy and Management, Universiti Tunku Abdul Rahman, In partial fulfilment of the requirements for the degree of Doctor of Philosophy in Organisational Behaviour June 2018 i PUSH AND PULL FACTORS IN RELATION TO EMPLOYEE JOB SATISFACTION AND TURNOVER INTENTION: A STUDY OF LECTURERS IN THE BUSINESS FACULTY OF MALAYSIAN PRIVATE UNIVERSTIES By Sudhashini Nair Senggaravellu This research is supervised by Dr Lim Yet Mee Associate Professor Department of International Business Faculty of Accounting and Management ii ABSTRACT The globalization of the higher education sector has resulted in the rise in the number of private universities in Malaysia; however, the number of lecturers reported by MOHE in private universities has shown a decrease from 32,992 in 2010 to 31,112 by 2016 (MOHE, 2016). As it is the aim of the country to be an international hub for higher education, it has become important for MOHE and the university management to reduce turnover of lecturers especially in private universities. The review of literature has highlighted that within HEIs in Malaysia, there is still lack of consensus on the factors that may affect a lecturer’s job satisfaction and turnover intention. Nevertheless, literature has revealed that these factors can be classified to push and pull factors and these push and pull factors may affect lecturers’ job satisfaction and turnover intention. Internal pull factors such as intrinsic motivational factors, internal push factors such as role stress factors and external factors which are attraction factors outside the university may have a significant effect on lecturers’ job satisfaction and turnover intention. This research aims to study the impact of six internal pull factors— achievement, recognition, responsibility, the work itself, opportunity for advancement and opportunity for growth; three internal push factors--role overload, role ambiguity, role conflict--and four external pull factors--job opportunity, compensation, working location, and university image--on lecturers’ job satisfaction and turnover intention. This study also examines the relationship between lecturers’ job satisfaction and turnover intention as well as the moderating effect of age and gender on the relationship between lecturers’ job iii satisfaction and turnover intention. Data were obtained from 401 Faculty of Business lecturers from Malaysian private universities via self-administered questionnaires and were analysed using structural equation modelling. This study revealed that internal factors--the work itself, opprtunities for advancement, role ambiguity and role overload--have significant relationships with job satisfaction. The findings have also revealed that internal factors--opportunities for advancement, responsibility, role conflict--have significant relationships with turnover intention however only one external pull factor-working location had a significant relationship with turnover intention. Lastly, the study has also produced a significant negative relationship between lecturers’ job satisfaction has on turnover intention. The findings of the study has contributed and added value to the current knowledge and understanding of the organisational factors, job related factors and external enviornmental factors that can affect lecturers’ job satisfaction and turnover intention. The study has examined both internal and external factors and has produced a comprehensive job satisfaction and turnover intention model with a different perpective. Although the results of this study have revealed that internal factor have a much stronger effect on lecturers’ job satisfaction and turnover intention as compared to external factors, nevertheless, the study has revealed that working location has emerged as an external factor that has a significant effect on lecturers’ turnover intention. It is with hope that the results of this study will aid policy makers, MOHE, university management and researchers on the implementation and enforcement of policies and practices that iv can be implemented to improve lecturers’ job satisfaction and reduce turnover intention in private universities. Keywords: Internal Pull Factors, Internal Push Factors, External Pull Factors, Job Satisfaction, Turnover Intention Paper Type: Thesis v ACKNOWLEDGEMENT I would like to extend my sincere thanks to my supervisor Associate Professor Dr Lim Yet Mee for her guidance and patients throughout my years at Universiti Tunku Abdul Rahman. I am honored to have worked with an incredible and dedicated academician. Her guidance is critical in the completion of my thesis. I am inspired to emulate her achievement as I foray into the field of research. My sincere thanks also goes to Assistant Professor Dr Aik Nai Chiek for his feedback and guidance throughout the process of completing this thesis. I would like to thank Dr Naail Mohammed Kamil for his instruction and support on the SEM AMOS statistical analysis as well as his insightful guidance on my thesis. His willingness to give continuous and quality feedback is deeply appreciated. My gratitude also goes to Dr Shaheen Mansori for his guidance on the research methodology section of my thesis. I would also like to thank Dr Song Bee Lian, Dr Sun Poi Hun, Dr Yap Ching Seng, Miss Ung Sze Nie, Mr. Hamdu Issah, Miss Ainon Jauhariah Abu Samah, Miss Vigneswari Kalidas, Miss Thanaletchumy, Miss Rohaiza Mohamad Idaris, Miss Rubana Vighnesvaran, Mr. Patrick Han Kok Siew, Miss Siti Safirah Mohd Rosli, Mr. Madhavan Nanairan, Miss Nithiya Munian, Miss Nor Hamidah Ali, Miss Regina Dorairaju, Miss Parimala Devi and Mr. Huang Soon Fook for their vi support at their respective universities. Your willingness to help is deeply appreciated. My special thanks to my parents Mr. and Mrs. Nair and my husband Mr. Chung Jaan Kit for accompanying me through this journey. To my son Kae-en Chung, thank you for bringing out the kid in me during this stressful journey. Also, thank you to my sister and brother-in-law Mr. and Mrs. Mishra for their encouraging support. I would also like to express my appreciation to all the people who have kindly given me their support and encouragement during my doctoral journey. I will always remember your kindness and support. vii APPROVAL SHEET This thesis entitled “PUSH AND PULL FACTORS IN RELATION TO EMPLOYEE JOB SATISFACTION AND TURNOVER INTENTION: A STUDY OF LECTURERS IN THE BUSINESS FACULTY OF MALAYSIAN PRIVATE UNIVERSTIES” was prepared by SUDHASHINI A/P SENGGARAVELLU and submitted as partial fulfillment of the requirements for the Doctor of Philosophy in Organizational Behaviour at Universiti Tunku Abdul Rahman. Approved by: ___________________________ (Associate Prof. Dr. Lim Yet Mee) Date: ………………….. Associate Professor/Supervisor Department of International Business Faculty of Accountancy and Management Universiti Tunku Abdul Rahman ___________________________ (Assistant Prof. Dr. Aik Nai Chiek) Date: ………………….. Assistant Professor/Co-supervisor Department of Economics Faculty of Accountancy and Management Universiti Tunku Abdul Rahman viii FACULTY OF ACCOUNTANCY AND MANAGEMENT UNIVERSITI TUNKU ABDUL RAHMAN Date: __________________ SUBMISSION OF THESIS It is hereby certified that SUDHASHINI A/P SENGGARAVELLU (ID No: 12UKD00012) has completed this thesis/dissertation entitled “PUSH AND PULL FACTORS IN RELATION TO EMPLOYEE JOB SATISFACTION AND TURNOVER INTENTION: A STUDY OF LECTURERS IN THE BUSINESS FACULTY OF MALAYSIAN PRIVATE UNIVERSTIES” under the supervision of Associate Prof. Dr. Lim Yet Mee (Supervisor) from the Department of International Business, Faculty of Accountancy and Management, and Assistant Prof. Dr. Aik Nai Chiek (Co-Supervisor) from the Department of Economics, Faculty of Accountancy and Management. I understand that the University will upload softcopy of my thesis in pdf format into UTAR Institutional Repository, which may be made accessible to UTAR community and public. Yours truly, _________________ (SUDHASHINI A/P SENGGARAVELLU) ix DECLARATION I SUDHASHINI A/P SENGGARAVELLU hereby declare that the dissertation/thesis is based on my original work except for quotations and citations which have been duly acknowledged. I also declare that it has not been previously or concurrently submitted for any other degree at UTAR or other institutions. _________________________________ SUDHASHINI A/P SENGGARAVELLU DATE: ___________________________ x TABLE OF CONTENT Page TITLE PAGE i ABSTRACT iii ACKNOWLEDGEMENT vi APPROVAL SHEET viii SUBMISSION SHEET ix DECLARATION x LIST OF TABLES xix LIST OF FIGURES xxi LIST OF ABBREVIATIONS xxiii CHAPTERS 1.0 INTRODUCTION 1 1.0 Introduction 1 1.1 Background of the Study 5 1.1.1 Malaysian Institutions of Higher Education 5 1.1.2 Private Institutions of Higher Education 7 1.1.3 Private Universities in Klang Valley Malaysia 13 1.1.4 Roles of Lecturers/Academic Staff in Private Higher 16 Education Institution 1.2 Problem Statement 22 1.3 Research Questions 31 1.4 Research Objectives 32 1.5 Scope
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