Examining the Determinants of Job Satisfaction and Turnover Intention among Academicians: Evidence from Libyan Public Universities

Abstract

Employee turnover among academic staff poses a significant threat to the performance and sustainability of higher education institutions, particularly in developing countries like Libya. This study explores the key factors influencing job satisfaction and turnover intention among faculty in Libyan public universities, focusing on compensation, career development, and organisational commitment. It also examines job satisfaction as a mediating factor and perceived organisational support as a moderating variable in the relationship between satisfaction and turnover intention. Drawing on the Two-Factor Theory, the Three-Component Model of Organisational Commitment, and Employee Turnover Theory, the research uses a quantitative approach with data collected through structured questionnaires distributed to academic staff. The study aims to fill research gaps by analyzing how institutional and individual factors shape faculty decisions to stay or leave. Literature suggests that dissatisfaction with pay, limited career growth, and weak commitment increase turnover intentions, while job satisfaction can mitigate these effects. Furthermore, perceived organisational support may reduce the negative impact of low job satisfaction. With growing faculty turnover driven by political instability, poor infrastructure, and limited institutional backing, this research offers practical insights for policymakers and administrators. The findings are expected to inform strategies that enhance staff retention by improving compensation, supporting career development, and fostering a supportive organisational culture, ultimately strengthening the resilience of Libyan public universities.