Habtamu Wondimu ( Prof.)Bantigegn Tegegne2024-11-082024-11-082024-06https://etd.aau.edu.et/handle/123456789/3626Retaining 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 EthiopiaenEmotional intelligenceturnover intentioneffective communicationjob motivationjob satisfactionorganizational commitmentinstructorspublic universities in EthiopiaThesis