An appropriate instrument is required for survey in order to conduct the study properly. This instrument needs some base and background. Table 1 & 2 depicts the Independent & Dependent Variables.
The above study helps in developing the survey instrument. 3 items scale has been generated for turnover intention of faculty members adapted from Donnelly and Ivancevich (1985), which states that ‘Actively searching for a new job next year’, ‘thinking about quitting present job’, and ‘leave the job as soon as possible’ are the three instruments representing the turnover intention. 15 items scale has been generated for five antecedents of organizational climate (3 items for each antecedent) for eg. ‘clearly defined goals’ represents the orientation, ‘support from superior’ represents the supervision, ‘ free sharing of information’ represents communication, ‘autonomy in work related decisions’ represents decision making and ‘fair and uniform salary structure’ represents reward management. The 18 instruments comprises to form the research instrument of the study for developing the questionnaire in order to prove the hypothesis generated as shown in Table 3.
The conclusive research design was applied in this study to identify the antecedents of organizational climate and to find out their relationship with faculty members intention to leave or stay. Non-probability convenience sampling method was adopted. The sample comprised 205 faculty members of technical educational institutes of India. The India was divided into 5 zones viz. East, West, North, South & Central. Various popular states of all the 5 zones were chosen for data collection. The data was collected from faculty members including Assistant Professors, Associate Professors and Professors.
The data was collected through online survey (Questionnaire). The questions were asked on seven point likert scale from the respondents. The questionnaire consisted of three sections i.e. turnover intention and antecedents of organizational climate. Turnover intention was the dependent variable. Finally, the third section asked was about the respondents’ demographic characteristics. To increase the response rate, the employees were informed regarding the research objective and confidentiality. The response rate was 20.5% (205/1000) targeting sample size of 200 from each zone of India. (n = 205)
Based on the theoretical framework presented above, a new measure of organizational climate was developed with the help of Organizational Climate Questionnaire (OCQ) by Litwin and Stringer (1968). Both deductive and inductive processes were used for item generation (Hinkin; 1995, 1998). Item generation was initiated with the following steps: (1) a comprehensive review of the literature on psychological ownership, turnover intention and related terms, and (2) discussions with faculty members of various technical institutes. From the review of literature and group discussions, five antecedents of organizational climate was identified and considered as independent variables for the purpose of the study viz. Orientation, Supervision, Communication, Decision making, and Reward management. Turnover Intention of faculty members is considered as dependent variable.
In the next step, 18 items were generated for data collection representing the five antecedents of organizational climate and turnover intention. Then the guidelines of Stanton, Sinar, Balzer, and Smith (2002) for item reduction were followed. Specifically, item reduction is often done on the basis of maximizing internal consistency. Accordingly, the scale’s internal consistency (Cronbach’s alpha) was maintained by selecting items based on reliability with each item removed, and the corrected item-total correlations. The instruments were prepared keeping in mind the faculty members of technical educational institutes of India. The survey questionnaire with a 7-point Likert-type scale ranging from 1 (strongly disagree) to 7 (strongly agree) was used.em