Akosile Abisola Leah, Ekemen Mehmet Ali
Department of Business, Faculty of Economics and Administrative Sciences, European University of Lefke, Lefke 99770, Northern Cyprus, Turkey.
Behav Sci (Basel). 2022 Jul 15;12(7):236. doi: 10.3390/bs12070236.
Job satisfaction and turnover intention among academic staff remains a challenge in higher education institutions. To aid understanding of the factors that can reduce intention to leave and increase job satisfaction among academic staff, the present research investigated the impact of core self-evaluations (CSEs) on job satisfaction and turnover intention by proposing a parallel mediation model. The researcher used quantitative approach. The sample consisted of ( = 305) academic staff working in higher education institutions in Nigeria, with a total of 80 females and 225 males. The study attempted to investigate the connection between core self-evaluations, job satisfaction, and turnover intention using self-determination theory to investigate the parallel mediating role of intrinsic and extrinsic motivation on the relationship. Through application of structural equation modeling, the findings showed that CSEs had an impact on job satisfaction and turnover intention, mainly through the mediating role of intrinsic and extrinsic motivation. The mediating role of intrinsic and extrinsic motivation provided new insight into the connections between core self-evaluations, job satisfaction, and turnover expectations.
高校学术人员的工作满意度和离职意愿仍然是高等教育机构面临的一项挑战。为了帮助理解那些能够降低学术人员离职意愿并提高其工作满意度的因素，本研究通过提出一个平行中介模型，调查了核心自我评价（CSEs）对工作满意度和离职意愿的影响。研究人员采用了定量研究方法。样本包括305名在尼日利亚高等教育机构工作的学术人员，其中女性80人，男性225人。该研究试图利用自我决定理论来调查内在动机和外在动机在核心自我评价、工作满意度和离职意愿之间关系中的平行中介作用，以探究它们之间的联系。通过应用结构方程模型，研究结果表明，核心自我评价主要通过内在动机和外在动机的中介作用，对工作满意度和离职意愿产生影响。内在动机和外在动机的中介作用为核心自我评价、工作满意度和离职期望之间的联系提供了新的见解。
