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=
Eij
Eij) - (Oij
2
44.19
Here, the degree of freedom = (r-1) (c-1) =(2-1) (2-1) = 1. The table value for 1
degree of freedom at 5 percent level of significant is 3.841. The calculated value
of X
2
= 44.19 that is much higher than the table value. Thus the experiment
doesnt support the null hypothesis (H0) that means null hypothesis (Ho) must be
rejected. Accordingly it can be concluded that Job satisfaction is very effective
to prevent the teachers turnover from the universities.
Conclusion
This study has identified that there are some factors which have impact on
as well as significantly affect teachers turnover in private universities in
Bangladesh. In particular, the study has found that lack of job security,
bureaucracy in administrative department, poor working condition, poor salary
and fringe benefits, lack of autonomy, excessive work load, poor compensation
package directly influence on teachers and cause job dissatisfaction which
increase the rate of teachers turnover in private universities in Bangladesh, many
private universities are left yearning for experienced teachers. So it can be said
that there is a relationship between job satisfaction and teachers turnover.
Continuous outflow of teachers adversely affects the students academic chart
and breaks continuity in the teaching-learning process, which indicates teachers
turnover has a negative impact on quality education at private universities of
Bangladesh.
It has also been found that job satisfaction is effective to prevent the
teachers turnover from the universities especially private universities. If the private
universities want to reduce the rate of teacher turnover, the administration must
change their relevant administrative policies, and must put in place strategies
that will ensure teacher job satisfaction( e.g., better pay, conditions of work,
ensure professional development, try to meet teachers reasonable expectations,
value them and must also control external influence).
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