The Influence of Incentive Satisfaction on Teacher’s Turnover Intention in Private Universities

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As a powerful supplement to public higher education, private higher education plays an active role in promoting the popularization of Chinese higher education and training socialist economic construction talents with Chinese characteristics. A good and stable teaching staff is extremely important to the long-term development of private universities. However, there are some problems in many private universities, such as unstable teaching staff and low enthusiasm of teachers.

On the basis of understanding the incentive situation of private universities, this study attempts to explore whether the incentive satisfaction of teachers in private universities has an impact on their turnover intention, and to analyze whether there is a certain correlation between the two factors. Based on the relevant scientific job satisfaction scale and turnover intention scale, the questionnaires suitable for this study were designed, and some teachers of Heilongjiang Province private universities were selected as the research objects.

Four factors of incentive satisfaction were identified by the literature study, including Salary and welfare satisfaction (SWS), Training and learning satisfaction (TLS), Environmental and relationship satisfaction (ERS), Evaluation and promotion satisfaction (EPS). Turnover Intention (TI) is studied as a dependent variable.

The author collected 404 valid questionnaire data and verified that four factors of teacher incentive satisfaction in private universities had a significant negative correlation with turnover intention through correlation analysis. The author found that salary and welfare satisfaction had the greatest influence on turnover intention among the four independent variables, followed by evaluation and promotion satisfaction, followed by environmental and relationship satisfaction. The least influential variables are training and learning satisfaction. The author also puts forward suggestions to improve teachers' incentive satisfaction.


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