The Mediating Role of Person-Job Fit between Work-Life Balance (WLB) Practices and Academic Turnover Intentions in India’s Higher Educational Institutions

Abdul Samad Kakar, Roselina Ahmad Saufi, Babin Dhas Devadhasan, Natanya Meyer, Seetharampalayam Chettiannan Vetrivel and Róbert Magda
Additional contact information
Abdul Samad Kakar: Department of Management Sciences, University of Loralai, Loralai 84800, Pakistan
Roselina Ahmad Saufi: Malaysian Graduate School of Entrepreneurship and Business, Universiti Malaysia Kelantan, Kota Bharu 16100, Malaysia
Babin Dhas Devadhasan: Department of Management Studies, Loyola Institute of Technology, Chennai 600123, India
Natanya Meyer: DHET-NRF SARChI Entrepreneurship Education, Department of Business Management, University of Johannesburg, Johannesburg 2092, South Africa
Seetharampalayam Chettiannan Vetrivel: School of Management Studies, Kongu Engineering College, Erode 638060, India
Róbert Magda: Institute of Economics, Hungarian University of Agriculture and Life Sciences, 2100 Gödöllő, Hungary

Sustainability, 2021, vol. 13, issue 19, 1-13

Abstract: This study examines the impact of work-life balance (WLB) practices concerning academics’ turnover intention, person-job fit (PJF), and PJF’s relationship with academics’ intention to leave their jobs. The study further investigates person-job fit as an underlying mechanism of the association between WLB practices and turnover intention. The study’s data were collected through a self-administered questionnaire garnered from 550 full-time academics working in higher educational institutions in South India (Andhra Pradesh, Karnataka, Kerala, Tamil Nadu, and Telangana, as well as the union territories of Lakshadweep and Puducherry). Partial least squares structural equation modelling (PLS-SEM) was employed for the statistical analysis of the data, using Smart PLS 3.2.8 software. The study ascertained that WLB practices have a negative impact on academics’ turnover intention. Additionally, the study discovered that WLB practices have a positive impact on PJF. Similarly, PJF seems to have a significant negative influence on turnover intention. Moreover, PJF partially and negatively mediates the influence of WLB practices on turnover intention. Consequently, this study suggests implementing several WLB practices (e.g., telecommuting, job sharing, flexitime, paid parental leave, etc.) into higher educational institutions, since it may not only improve academics’ perception of their person-job fit but it may also reduce their turnover intention.

Keywords: person-job fit (PJF); PLS-SEM; turnover intention; work-life balance (WLB) practices; intention to leave (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2021
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (2)

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