Determining the impact of Job satisfaction and Organizational commitment on ITL among the Teachers of HEIs in the Developing countries

The commitment of HEI`s academicians is a core issue, widely discussed and analyzed in the contemporary world, digitally connected. The phenomenon of organizational commitment has acquired such an importance that the socio-economic researchers have to broaden the sphere of their research beyond the traditional findings. In this regard, the employee/teacher has to survive multi-dimensional problems during the pursuit of his/her professional career. The gist of this “Review Article” is not only to elaborate the traditional causes and implications of the OC regarding job satisfaction and ITL rather certain very specific and related issues have also been evaluated in the present work. Presently, in the academically charged environment, the main focus of the HEIs is to workout upon the remedial measures to make the status of the teacher job`s not only affordable but sustainable as well. From the socio-economic view, the phenomenon of OC and ITL both has a strong linkage with the job environment. How and why a teacher may survive in his /her institution, when the ITL can crop up, why the teacher is not satisfied from his/her job, under which circumstances the said teacher wants to switchover are the main heads of the present article. The main emphasis of this work commences from the reasons and implications of job dissatisfaction leading to ITL and thus hampering the commitment level. The review of the related literature provides the basis for the “theoretical framework” upon which the research model stands. This study examines the relationship of OC and job satisfaction as independent variable and the ITL as the dependent variable. Employee’s switchover incurs some very serious and lasting impact upon the social and financial credibility of the institution. Keywords: Organizational commitment, Job satisfaction, Intention to Leave, Academicians of HEI