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ABSTRACT
This study explored the impact of the faculty appointment system on teachers' turnover intention in private colleges and universities in Guangxi, China. Faculty turnover is a persistent challenge for educational institutions, particularly in the private sector, where staff retention directly affects institutional stability and the quality of education. This paper conceptualizes the faculty appointment system as a foundational mechanism influencing teachers’ turnover intention, arguing that its design and implementation have far-reaching implications for institutional effectiveness. In this context, the faculty appointment system plays a crucial role in shaping teachers’ job satisfaction, which, in turn, influences their intention to leave. Drawing on theories from organizational behavior, human resource management, and educational administration, the paper explores how appointment structures encompassing workload distribution, promotion criteria, and compensation policies shape faculty members’ perceptions of fairness, professional identity, and long-term commitment. Central to this conceptual framework is the mediating role of job satisfaction, which is positioned as a psychological and affective response to institutional practices. The paper proposes that faculty appointment systems indirectly influence turnover intention by affecting job satisfaction, thereby highlighting the importance of aligning administrative policies with faculty expectations and values. By synthesizing existing literature and theoretical models, this study offers a nuanced understanding of how structural and perceptual factors interact to drive faculty mobility. This conceptual inquiry contributes to the broader discourse on academic workforce management by reframing faculty appointment systems as strategic instruments for cultivating institutional loyalty and pedagogical continuity. It advocates for policy innovation in private higher education settings, emphasizing the need for appointment systems that are transparent, equitable, and responsive to the evolving professional landscape of academia.
Keywords: Faculty Appointment System, Turnover Intention, Job Satisfaction
