JOB SATISFACTION AND TURNOVER INTENTIONS IN SOUTH AFRICAN HIGHER EDUCATION INSTITUTIONS: A CASE STUDY OF WALTER SISULU UNIVERSITY (WSU)

Abstract

This study explores the relationship between job satisfaction and turnover intentions among employees at Walter Sisulu University (WSU), a critical issue for higher education institutions facing challenges in retaining skilled personnel. Using quantitative, cross-sectional research design, data was collected from 123 respondents across academic, administrative, and managerial staff. The study employed descriptive statistics, correlation, and regression analyses to examine the dynamics between job satisfaction and turnover intentions.The findings revealed moderate levels of job satisfaction among employees, with a mean score of 3.26, indicating a balance between contentment and dissatisfaction. Despite this, turnover intentions were notably high, with respondents acknowledging the financial and operational burdens of turnover, including its negative impact on morale and organizational performance. Correlation analysis showed a weak and nonsignificant relationship (r = 0.075, p = 0.412) between job satisfaction and turnover intentions, and regression analysis confirmed that job satisfaction was not a significant predictor (p=0.270p = 0.270p=0.270).These results suggest that other factors may play a more decisive role in influencing turnover intentions. The findings align with research emphasizing the complexity of turnover dynamics, where systemic and organizational factors often overshadow satisfaction. This study highlights the need for WSU to adopt a holistic approach to employee retention, incorporating strategies that address career growth, organizational leadership, and systemic challenges. Future research should focus on longitudinal designs and explore mediating variables to further understand the drivers of turnover intentions in higher education institutions.