Abstract

This study examined burnout, job satisfaction, and turnover intention among lecturers at Kuala Langat Community College. Specifically, it aimed to determine the levels and relationships among these variables and investigate whether burnout and job satisfaction significantly predicted turnover intention. A quantitative correlational research design was employed, involving 65 lecturers selected through simple random sampling. Data were collected using the Maslach Burnout Inventory–Educator Edition (MBI), Minnesota Satisfaction Questionnaire (MSQ), and Turnover Intention Scale (TIS-6). The data were analysed using the Statistical Package for the Social Sciences (SPSS) version 27, incorporating descriptive statistics, Pearson’s correlation analysis, and multiple linear regression. The findings indicated a moderate level of burnout (M = 2.80, SD = 0.44), high job satisfaction (M = 3.98, SD = 0.52), and low turnover intention (M = 1.83, SD = 1.02). Burnout was found to have a moderate, significant positive relationship with turnover intention (r = .568, p < .001), whereas job satisfaction demonstrated a weak but significant negative relationship with turnover intention (r = −.330, p = .007). The multiple linear regression model was statistically significant, F(2, 62) = 16.09, p < .001, explaining 34.2% of the variance in turnover intention (R² = .342). Burnout emerged as a significant positive predictor of turnover intention (β = .516, p < .001), whereas job satisfaction was not a significant predictor (β = −.147, p = .186). Overall, the findings highlight the importance of addressing lecturer burnout as a key component of staff retention strategies. They also emphasise the need to foster a supportive work environment to enhance job satisfaction and promote lecturers’ well-being and organisational commitment.