Author(s): Shaima A.Kh. Barakat, Ahmad Bashawir Bin Haji Abdul Ghani
The study examines the impact of career growth, training and development, performance appraisal, and salary on turnover intention, besides organization commitment as a mediator in the Jordanian public universities. This particular study's research framework has salary, training and development, performance appraisal, and career growth as independent variables that impact the independent variable, turnover intention, directly and indirectly via the mediation of organizational commitment. The population of the study is any academic employee who is working in public universities of Jordan. Based on different sources, the number of Universities is around 10. An estimation of the academic workforce working in those Universities is 2500 employees. The actual sample size is 288 employees. The distributed survey is 370, distributed by using face-to-face data collection methods in a convenient sample selection technique in 2019. Overall, the four antecedent variables have significant relationships to both organizational commitment and turnover intention. The model can explain 63.3% of the turnover intention based on the four antecedents; career growth (0.358), performance appraisal (0.311), salary (0.282), training and development (0.224), and the mediator, organizational commitment (0.556). Besides, the model can explain 46.4% of the organizational commitment based on the four antecedents: career growth (0.377), performance appraisal (0.341), salary (0.255), training and development (0.188).