Employee Turnover among Academic Staff in a Newly Established College in Thailand

Abstract

This study was an inclusive assessment of the aspects of employee turnover among academic staff in an educational setting. This text encompasses general background and converses the enormity of the employee turnover quandary, such as an individual’s job dissatisfaction in a workplace. Thus, the screening of reasons that push many employees to quit their job would be a guide to a healthier diagnosis of the turnover problem in numerous organizations, in order to assist with this dilemma. The purposes of this study were to name and to draw attention to the reasons or motives related to employee turnover of the selected college and to gain indications of causes regarding employee turnover. Interviews were conducted with fifteen instructors. aged between 25-40 years old. Seven of whom had already quit their jobs in the past six months, and eight of whom have attempted to seek jobs in other organizations. Data were accumulated from in-depth semi-structured interviews of the respondents. The findings were constructed by providing a pervasive portrayal of the setting. After the investigation, the researcher discusses achievable and indispensable factors that might lead to job dissatisfaction and employee turnover, It consists of four issues and their mechanisms: (1) An ineffective system which was comprised of an improper evaluation system, inaccurate organizational structure, lack of training and coaching, reprioritization, lack of problem solving skills and dialogue, inadequate reward system, severe rules and regulations, deficiencies in system development, vagueness of finance issues, inadequate facilities, barren recruitment and selection, and lack of managing, conflicts; (2) Behavioral issues which consisted of dominance, irresponsibility, and lack of integrity; (3) Communication skills consisting of one-way communication, and poor interaction; and (4) Feelings of bias and mistrust involved with negative perceptions and unequal opportunities. Finally, the researcher develops recommendations for further research.