Frontiers in psychology · 2026
A multidimensional model of turnover intention in sport science academia.
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Togo Osman Tolga, Gurel Goksel Ali, Yilmaz Taner, Salman Kaan, Kaptangil Çalışır İrem, Yildiz Mevlut, Gülşen Doğukan Batur Alp
Аннотация
BACKGROUND: This study investigates the organisational predictors of turnover intention amongst higher education academics, particularly in sports sciences, where academics manage a unique dual role involving both theoretical teaching and practical sports lessons.
METHODS: The study explores how organisational identification, commitment, psychological safety, job satisfaction, and mental well-being contribute to turnover intention. Data were collected from 263 sports science academics using validated scales, and hypotheses were tested regarding these variables' direct and indirect effects.
RESULTS: The results revealed that organisational commitment positively influences psychological safety and indirectly enhances job satisfaction and mental well-being, which reduces turnover intentions. However, the direct effects of organisational identification on psychological safety and turnover intention were insignificant. Psychological safety also positively impacted mental well-being and job satisfaction but did not directly affect turnover intention.
CONCLUSION: These findings highlight the importance of fostering organisational commitment and psychological safety to enhance job satisfaction and well-being amongst sports science academics, who face unique challenges due to their dual roles. The study provides insights for university administrators and policymakers to develop targeted strategies that reduce turnover intentions by supporting a more positive and inclusive work environment.
METHODS: The study explores how organisational identification, commitment, psychological safety, job satisfaction, and mental well-being contribute to turnover intention. Data were collected from 263 sports science academics using validated scales, and hypotheses were tested regarding these variables' direct and indirect effects.
RESULTS: The results revealed that organisational commitment positively influences psychological safety and indirectly enhances job satisfaction and mental well-being, which reduces turnover intentions. However, the direct effects of organisational identification on psychological safety and turnover intention were insignificant. Psychological safety also positively impacted mental well-being and job satisfaction but did not directly affect turnover intention.
CONCLUSION: These findings highlight the importance of fostering organisational commitment and psychological safety to enhance job satisfaction and well-being amongst sports science academics, who face unique challenges due to their dual roles. The study provides insights for university administrators and policymakers to develop targeted strategies that reduce turnover intentions by supporting a more positive and inclusive work environment.