Locus of control, self efficacy, career commitment and career turnover intentions among teaching staff: A case of public universities in Uganda

Abstract

This study focused on identifying the relationship between behavioral variables of locus of control, self efficacy, career commitment and career turnover intention among teaching staff in five public universities located in different regions of Uganda. The study specifically addresses three objectives of determining the relationship between academic locus of control and career commitment, examining the relationship between self – efficacy and career commitment and establishing the relationship between career commitment and intentions to turn over. A cross sectional survey design with a sample taken from the total academic staff population in the five universities (n= 336) was used to examine employees’ perceptions of locus of control, self efficacy, career commitment as well as possible work outcome of career turnover intention. The study findings revealed that two of three dependent variables (self efficacy and career commitment) were significant predictors of career turnover intention. Relationship findings showed that there was a positive but non significant relationship between locus of control and career commitment, a positive and significant relationship between self efficacy and career commitment and a positive and significant relationship between career commitment and career turnover intentions. Accordingly, this study’s principal value is its indication that behavioral-oriented constructs may be useful determinants of career turnover intentions. Other implications for management theory and practice generated out of the study findings are also discussed, as well as suggestions for further inquiry into career turnover intentions.