The Influencing Factors Of Faculty Turnover Intention

The higher school personnel training quality is regarded as the core of the quality of higher education quality,and faculty is the key to improve the quality of personnel training.So it is self-evident that a stable team of faculty takes the importance of improving the quality of personnel training.But in 2003 and 2014 two national faculty survey suggested that more and more faculty members had intention to leave the academic occupation system.Once the loss actually occurs,it will undoubtedly lead to the disrupted university discipline echelon,talent fault re-emergence,faculty supplement difficulties and overall quality decline,then to affect personnel the quality of training and education development,thereby affecting the overall quality of higher education.However,faculty turnover intention is often before the actual turnover,so it can be used to avoid the problem by inhibiting the intention of faculty turnover.Therefore,this study attempts to use the turnover theory of Price and Mobley and job embeddedness theory to build the influencing factors model of faculty turnover intention in China,and through the significant and the coefficient of each factor in model,combined with the actual situation of faculty turnover,we analysis reasons and put forward the corresponding countermeasures.In this research,we divided influencing factors into individual variables,family variables,work variables,organizational inner-environment variables,organizational outerenvironment variables and structural variables.Through job satisfaction and occupation satisfaction,two intermediary variables as turnover and retention,we used data from Faculty Survey in 2014 in China to establish Logistic model Ordered and Logistic model for empirical research.We found that the intention is mainly affected by the current working environment,including title,expected income gap,the working pressure and the degree of centralization;low occupation satisfaction and high self-recognition;temptation from nonacademic labor market and information gap between different markets also lead to intention to leave to some degree.Based on the above results,this study suggests the countermeasures: to increase revenue and provide scientific support and enhance the discourse power of faculty so as to improve the working conditions;to encourage faculty to work on some social part-time jobs,breaking information barriers;to encourage high self-recognition faculty,such as young faculty,and to appease the low occupation satisfaction faculty,such as elder faculty etc..Through the above measures,it will help to avoid the loss of faculty,and to ensure the number and stability of faculty team in China.