The Mediating Role of Organizational Commitment in the Relationship between Equity Sensitivity and Faculty Retention: A Social Exchange Theory Perspective

Faculty retention is a critical concern for private universities in Bangladesh, as turnover disrupts academic performance and increases institutional costs. Drawing on Social Exchange Theory (SET), this study investigates the relationship between equity sensitivity and employees’ intention to stay, with organizational commitment as a mediating mechanism. A mixed-methods approach was employed: quantitative data were collected from 97 faculty members using validated scales for equity sensitivity, organizational commitment, and intention to stay, while qualitative insights were obtained through focus group discussions with 27 participants. Structural equation modeling results reveal that equity sensitivity significantly influences intention to stay, both directly and indirectly through organizational commitment, with the mediating effect being particularly strong. Qualitative findings corroborate that perceptions of fairness in promotion, compensation, training, job security, and work–life balance foster reciprocity, enhancing commitment and retention, whereas perceived inequities diminish employees’ intention to remain. These findings highlight the importance of fair workplace practices and affective organizational commitment in retaining equity-sensitive faculty. The study provides practical guidance for HR managers in designing equitable policies and contributes theoretically to understanding retention dynamics in higher education.