International Journal of Applied Educational Studies

This paper presents findings from a study of factors that lead to faculty members’ turnover intent involving 150 faculty members in the Jordanian universities. Through the path model that is grounded in expectancy theory, a total of 150 faculty members participated in the study who enrolled during the first semester 2007/ 2008 term at the Hashemite University, and by using a 43-item survey, this study shows that elements of the structural, psychological, and environmental variables directly and indirectly influence faculty members’ turnover intent. Five structural variables; autonomy, communication openness, distributive justice, role conflict, and workload had significant total effects on intent to stay. Autonomy and communication openness had positive indirect effects through both job satisfaction and organizational commitment. Distributive justice had a positive indirect effect through organizational commitment. Role conflict had a negative indirect effect through both job satisfaction and organizational commitment. Workload had a negative indirect effect through job satisfaction. The two psychological variables; job satisfaction and organizational commitment had positive effects on intent to stay. Job opportunity had a direct negative effect on intent to stay. None of the demographic variables: Gender and academic rank had a statistically significant total effect on intent to stay.

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