Abstract:
Attraction and retention of a competent workforce can be identified
as one of the prime objectives of any organization. Organizations are
thriving to retain their top talent within the organization as it facilitates
the firms to obtain a competitive advantage over their rivals. Employees
may leave their workplaces due to a variety of circumstances. Getting
an understanding of these factors will be an advantage for them to
take necessary actions to retain the top talent. Higher education can be
identified as one of the major sectors where the overall performance of
the organization highly depends on the quality of the academic staff.
Hence; the main objective of this study is to identify the key factors
affecting the turnover of the lecturers working for non-state universities.
This study was conducted as a descriptive study as it was a review of the
existing research outcomes in the field. It was found that salary, modes
of recruitment and promotion, availability of office space, availability of
resources, availability of washroom facilities, distributive justice, internal
support, clear contracts of employment, the safety of the workplace,
support from the administrative staff, staff development opportunities,
perceived organizational support, recognition and respect, academic
freedom and research, leadership style, performance management
practices, workload, welfare facilities, training and development, and
promotion opportunities are the most frequently mentioned factors
affecting turnover of the lecturers.
