The relationship between compensation and intention to leave among lecturers at a Malaysia Private University

This study investigates the role of total compensation in lecturer retention at Malaysian private university. The primary objective is to investigate the association between three types of compensation which are financial compensation, indirect financial compensation, and non-financial compensation, toward the lecturer’s intention to leave. This study further delves in-depth into direct financial compensation (Base pay and variable pay), indirect financial compensation (Allowance and health care benefits), and nonfinancial compensation (recognition and flexible work arrangements). Cross-sectional research was utilized to determine the data gathered via an online using convenient sampling technique. The data were analyzed using Pearson correlation and multiple regression, which were performed to evaluate the strength and characteristics of the associations between compensation types and lecturers' intention to leave. The results indicate that both variable pay (direct financial compensation) and flexible work arrangements (non-financial compensation) are the most important factors in retaining lecturers at the university. These results will be an important factor in the education sector, providing practical ideas for developing compensation strategies as a main influence towards lecturer retention