IMPACT OF JOB SATISFACTION ON ORGANIZATIONAL TURNOVER IN HIGHER EDUCATION INSTITUTIONS IN AFGHANISTAN

Abstract

Various factors, including job stress, workplace violence, burnout, income, job satisfaction, and organizational commitment, play significant roles in shaping an individual's decision to leave an organization. Conversely, work-family conflicts, workweeks, compensation, opportunities for professional development, and managerial support are all factors that can reduce turnover intentions. This study seeks to investigate turnover intention among physicians in Afghanistan in the context of recent reforms, focusing on its relationship with job satisfaction, work stress, and work-family conflict. Ethical clearance was obtained from the institutional ethical committee, and non-probability convenient sampling was used to distribute 377 questionnaires to targeted respondents. Data analysis was conducted using SPSS, with responses measured on a five-point Likert scale ranging from "strongly disagree" to "strongly agree." The findings reveal a positive correlation between work stress and both job satisfaction and turnover intention, as well as between work-family conflict and job satisfaction and turnover intention. Factors influencing the inclination to leave an organization include age, institution type, job satisfaction, work stress, work-family conflict, weekly working hours, location, and employment type. Potential strategies to mitigate turnover intention among physicians encompass reducing working hours, enhancing compensation, offering more opportunities for professional development and training, and fostering support and encouragement from senior management.