The Relationship between Emotional Intelligence and Turnover Intention: The Mediating Effects of Effective Communication, Job Motivation, Job Satisfaction, and Organizational Commitment among Instructors in Public Universities of Ethiopia
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Date
2024-06
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Addis Ababa University
Abstract
Retaining a talented workforce is crucial for any organization. This study examines the
relationships between emotional intelligence, effective communication, job motivation, job
satisfaction, organizational commitment, and turnover intention among full-time instructors at
Ethiopian public universities. The objectives were to assess the levels of these variables,
explore their interrelationships, examine mediating effects, identify predictors of turnover
intention, and determine the influence of background characteristics on turnover intention. A
total of 619 randomly selected instructors participated by completing a validated survey
questionnaire. Data were analyzed using t-tests, correlations, mediation analysis,
hierarchical multiple regressions, and ANOVA. Findings indicated that emotional intelligence
scores were significantly higher than the mean test value, whereas turnover intention scores
were not. Job motivation and job satisfaction scores were significantly lower, while
organizational commitment scores were not significantly lower compared to expected mean
values. Emotional intelligence, effective communication, job motivation, job satisfaction, and
organizational commitment negatively correlated with turnover intention, while positively
correlating with each other. Mediation analysis revealed a significant negative total effect of
emotional intelligence on turnover intention, with positive direct effects on effective
communication, job motivation, job satisfaction, and organizational commitment. Serial
mediation highlighted negative indirect effects of emotional intelligence on turnover intention
through job satisfaction, organizational commitment, job motivation, and effective
communication. Regression analysis identified emotional intelligence, effective
communication, job motivation, and organizational commitment as significant predictors of
turnover intention, explaining 30.1% of the variance. No significant gender differences were
found in emotional intelligence, job satisfaction, organizational commitment, and turnover
intention, although female instructors showed significantly higher job motivation. Significant
differences in turnover intention were observed across different age groups, marital statuses,
educational levels, and work experience. In conclusion, this study provides valuable insights
into the predictors and mediating factors influencing turnover intention among instructors. To
mitigate turnover intention, organizations should consider implementing programs aimed at
enhancing emotional intelligence, effective communication, job motivation, job satisfaction,
and organizational commitment. However, the limited explanatory power of these predictors
suggests the need for further research in this area.
Keywords: Emotional intelligence, turnover intention, effective communication, job
motivation, job satisfaction, organizational commitment, instructors, public universities in
Ethiopia
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Keywords
Emotional intelligence, turnover intention, effective communication, job motivation, job satisfaction, organizational commitment, instructors, public universities in Ethiopia