FACULTY MEMBERS OF TECHNICAL EDUCATION OF INDIA: RESEARCH HYPOTHESIS

RESEARCH HYPOTHESIS

Based on the above literature and the study of Litwin & Stringer (1968), which depicts the relationship between the five antecedents of organizational culture and turnover intention. The hypothesis generated based on literature review is tested on the sample population of faculty members of technical educational institutes of India. This study seeks to test the following hypotheses:
H1: Orientation has a significant impact on turnover intention of faculty members.
H2: Supervision has a significant impact on turnover intention of faculty members.
H3: Communication has a significant impact on turnover intention of faculty members.
H4: Decision Making has a significant impact on turnover intention of faculty members.
H5: Reward Management has a significant impact on turnover intention of faculty members.

RESEARCH MODEL

The purpose of this study is to investigate the links between antecedents of organizational climate and turnover intentions of faculty members of technical educational institutes of India. The study focus on determining the various antecedents of organizational climate those most significantly influence their decisions to quit or stay. In addition, the study sought to describe the importance of retaining efficient faculty members and developing strategies to enhance their retention practices.

There are five antecedents of organizational climate, which have a direct relationship on turnover intention among the faculty members. A Organizational Climate – Turnover Intention Model is generated on the basis of literature review for the purpose to check the extent of sound organizational climate and its probable relationship with the decision to quit or stay as shown in fig 1.

Impact of Organizational Climate-1
Figure 1: Organizational Climate – Turnover Intention Model