Exploring Rewards Systems and Turnover Intention among Malaysian Private University Academics: The Role of Continuance Commitment as a Mediator
Abstract
This research employed an empirical approach in overviewing the relationship between five independent variables namely, remuneration, work-life balance, supervisor support, and employee recognition and the intention of turnover by means of employees' continuance commitment. The study comprises a total of 331 academics from the four private universities that were selected. This study utilized a structured survey to collect data, drawing on publicly available literature to inform the survey's design. Building upon a comprehensive review of existing literature, the survey instrument was tailored to address the specific research objectives of this study, incorporating modifications as deemed necessary. The analysis presented in this chapter offers a detailed examination of both the measurement and structural models employed in the study. The measurement model rigorously assessed the reliability and validity of the measurement instruments, ensuring that indicators met established criteria for accuracy and precision. Subsequent Structural Equation Modeling (SEM) analyses revealed that neither direct nor mediated paths achieved statistical significance, indicating a lack of empirical support for the hypothesized relationships among the variables under investigation. This comprehensive evaluation provides valuable insights into the methodological rigor of the study and highlights avenues for future research exploration.
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