Staying or Leaving? Investigating the Effects of Professional Development and Work-Life Balance on Turnover Intention in Chinese Private Universities
Keywords:
Turnover intention, professional development, work-life balance, young academic staff, private universitiesAbstract
This study investigates the influence of professional development and work-life balance on turnover intention among young academic staff in Chinese private universities. Drawing on Organizational Equilibrium Theory and Herzberg’s Two-Factor Theory, the study employs a quantitative, correlational design using survey data from 287 early-career faculty members in Shijiazhuang, China. Structural equation modeling was used to test hypothesized relationships. Results indicate that professional development significantly and negatively affects turnover intention, affirming its role as a key motivator in faculty retention. Surprisingly, work-life balance was found to have a significant but positive effect on turnover intention, suggesting that even faculty with balanced lives may seek opportunities elsewhere if professional growth is lacking. These findings underscore the importance of an integrated institutional strategy that combines personal well-being with meaningful career development opportunities. The study contributes to both theory and practice by offering insights into the complex factors shaping turnover intention in a non-Western, private higher education context.
Downloads
Metrics
References
Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s two-factor theory. Life Science Journal, 14(5), 12–16.
Avalos, B. (2011). Teacher professional development in Teaching and Teacher Education over ten years. Teaching and Teacher Education, 27(1), 10–20.
Bocean, C. G., Popescu, L., Varzaru, A. A., Avram, C. D., & Iancu, A. (2023). Work-life balance and employee satisfaction during COVID-19 pandemic. Sustainability, 15(15), 11631.
Chen, M. F., Lin, C. P., & Lien, G. Y. (2014). Modeling job stress as a mediator between turnover intention and emotional intelligence among Chinese employees. Journal of Applied Management and Entrepreneurship, 19(1), 46–60.
Clutterbuck, D. (2003). Managing work-life balance: A guide for HR in achieving organisational and individual change. Chartered Institute of Personnel and Development.
Coldwell, M. (2017). Exploring the influence of professional development on teacher job satisfaction: A review of the literature. Professional Development in Education, 43(3), 411–429.
Du, J., & Liu, S. (2019). Report on faculty career development in Chinese universities. Higher Education Research, 40(1), 45–57.
French, K. R., Walter, S. L., & Lambert, J. R. (2020). Profiles of faculty work-life balance: A person-centered approach. Journal of Higher Education, 91(5), 735–759.
García Torres, D. (2019). The effects of professional development and school climate on teachers’ job satisfaction. International Journal of Educational Research, 95, 43–55.
Haar, J. M., Russo, M., Sune, A., & Ollier-Malaterre, A. (2014). Outcomes of work–life balance on job satisfaction, life satisfaction and mental health. Cross Cultural Management, 21(3), 232–256.
Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The motivation to work. John Wiley & Sons.
Hu, X., & Ghasemy, M. (2024). The Private Undergraduate Colleges in China: The Development, Challenges and Opportunities. Malaysian Journal of Social Sciences and Humanities (MJSSH), 9(12), e003126-e003126.
Jusoh, D. R., & Yue, W. (2019). Job Satisfaction and Turnover Intention Influence of Organization Performance: Experience At Higher Education Institution in Shanghai China. Journal of Education and Social Sciences, 13(1), 123-128.
Kakar, A. S., Mansor, N. N. A., Saufi, R. A., & Singh, H. (2019). Work-life balance practices and turnover intention: The mediating role of person-organization fit. International Journal of Advanced and Applied Sciences, 6(9), 76-84.
Li, J., & Wu, H. T. (2025). Chinese older adult educators’ attitudes toward aging and turnover intention: burnout as a mediator. Educational Gerontology, 51(3), 261-285.
March, J. G., & Simon, H. A. (1958). Organizations. Wiley.
Marcus, J. (2021). With budget cuts and layoffs, colleges are demanding more work from faculty. The Hechinger Report.
Ningsih, N. N. D. A. C., Yudhaningsih, N. M., & Pering, I. M. A. A. (2022). Pengaruhcareer Development Dan Work-Life Balance Dimediasi Oleh Employeeengagement Terhadap Turnover Intention. Jurnal Bisnis Terapan, 6(2), 207-215.
Noor, S. (2011). Examining the relationship between work-life conflict, stress and turnover intentions among marketing executives in Pakistan. International Journal of Business and Management, 6(8), 93–102.
Pulungan, L. M. F., & Tiarapuspa, T. (2025). The Effect of Work Life Balance, Organizational Commitment on Turnover Intention Through Job Satisfaction for Employees at PT X. Jurnal Ekonomi, Manajemen, Akuntansi dan Keuangan, 6(1).
Ratnawita, R., Ali, H., Baidun, A., & MR, L. Q. (2023). The role of job satisfaction as intervening variable in the relationship between career development, work-life balance and turnover intention in outsource solution company. JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi), 9(3), 708-712.
Reynolds, A., Murrill, L., & Whitt, G. L. (2002). Retaining teachers: A comparison of professional development schools and non-professional development schools. Teacher Education Quarterly, 29(3), 45–62.
Song, C., & Lin, S. (2020). Work Life Balance Effect on Organizational Commitment and Turnover Intention. International Journal of Frontiers in Sociology, 2(9).
Song, X. (2022). Job Satisfaction, Organizational Commitment and Turnover Intention of University Teachers in China’s Pearl River Delta. In 2022 8th International Conference on Humanities and Social Science Research (ICHSSR 2022) (pp. 1628-1639). Atlantis Press.
Sun, Y. (2022). Policy and perception barriers to private higher education development in China. Asia Pacific Education Review, 23(1), 51–65.
Tang, C., Zhou, S., Liu, C., Min, R., Cai, R., & Lin, T. (2023). Turnover intention of nurses in public hospitals and its association with quality of working life: a cross-sectional survey in six provinces in China. Frontiers in Public Health, 11, 1305620.
Trevor, C. O. (2001). Interactions among actual ease-of-movement determinants and job satisfaction in the prediction of voluntary turnover. Academy of Management Journal, 44(4), 621–638.
Wang, H. (2021). Faculty attrition in China’s private universities: Current status and solutions. Journal of Education and Research, 24(1), 58–65.
Wang, X., & Jiang, M. (2024). THE IMPACT OF TRAINING ON EMPLOYABILITY AND TURNOVER INTENTION AMONG UNIVERSITY STAFF IN SHANDONG PROVINCE, CHINA. European Journal of Education Studies, 11(10).
Watanabe, M., & Falci, C. D. (2014). Work-family conflict and job satisfaction: The moderating effects of gender and gender ideology. Social Science Journal, 51(3), 404–412.
XINGRONG, Z. (2024). A STUDY OF RISK MANAGEMENT OF TEACHING STAFF CONSTRUCTION PROJECT IN YUNNAN TECHNOLOGY AND BUSINESS UNIVERSITY (Doctoral dissertation, SIAM UNIVERSITY).
Xu, Y. (2014). Faculty professional development in private colleges in China: Current issues and future directions. International Education Studies, 7(6), 83–90.
Yunrui, Z., Yee, C. M., & Fah, B. C. Y. A Study on Teachers’ Turnover Intention amongst Private Higher Voca-tional Colleges in China.
Zhao, W. (2013). The hidden crisis of faculty turnover in Chinese private higher education. Tertiary Education and Management, 19(4), 345–358.
Downloads
Published
How to Cite
Issue
Section
License
This work is licensed under a Creative Commons Attribution 4.0 International License.
You are free to:
- Share — copy and redistribute the material in any medium or format
- Adapt — remix, transform, and build upon the material for any purpose, even commercially.
Terms:
- Attribution — You must give appropriate credit, provide a link to the license, and indicate if changes were made. You may do so in any reasonable manner, but not in any way that suggests the licensor endorses you or your use.
- No additional restrictions — You may not apply legal terms or technological measures that legally restrict others from doing anything the license permits.
