The impact of organizational climate factors on turnover intention of academic staffs in central and western Ethiopian Public Universities

Higher Learning Institutions (HLIs) are areas of high skill and well trained human resources are produced to enhance the smooth operations of development of once nation. Furthermore, Higher education institutions are increasingly viewed as important drivers of economic growth, not only through the development of graduates but also because of the new knowledge their research generates. Hence, it is difficult to differentiate the nation's development and higher learning educations. In line with this, it is the existence of veteran instructors that can make difference to benefit more from higher learning educations that means, more than any other type of organization, higher education institutions are dependent on the intellectual capital and commitment of their staff. Hence in contemporary work environment it is imperative for organization to retain staffs and ensure their effectiveness. Staff retention entails taking necessary measures to encourage workers to remain in the organization for the maximum period of time If HLIs are failed to tackle the challenge of turnover, it is difficult to be benefited from the production of HLIs. The objective of the study is to examine the impact of organizational climate on turnover intention among academic staff of Central and western Ethiopia public universities. The study has employed a cross-sectional study design with an exploratory and descriptive design. Accordingly, four public universities have been taken as the study sample through judgmental sampling method. It is 271 instructors that participate in the study and whose academic rank ranges from professor to graduate assistant I. It is also through stratified random sampling that questionnaire is distributed to sample respondents. The analysis is made by making use of logistic regression model, especially common odd ratio (COR). Finally, it is concluded that, maintenance of good participation in decision-making, well integrated coworker relationship, better working conditions, fixing charming payment system, introducing better promotional ladder and paving the atmosphere of universities more conducive for instructors in order to strengthen their commitment would result in declining of turnover intentions among academic staffs.