International Journal of Advanced and Applied Sciences, 6(9) 2019, Pages: 76-84 Contents lists available at Science-Gate International Journal of Advanced and Applied Sciences Journal homepage: http://www.science-gate.com/IJAAS.html 76 Work-life balance practices and turnover intention: The mediating role of person-organization fit Abdul Samad Kakar 1, *, Nur Naha Abu Mansor 1 , Roselina Ahmad Saufi 2 , Harcharanjit Singh 1 1 Azman Hashim International Business School, Universiti Teknologi Malaysia, 54100, Kuala Lumpur, Malaysia 2 Faculty of Entrepreneurship and Business, Universiti Malaysia Kelantan, Kelantan, Malaysia ARTICLE INFO ABSTRACT Article history: Received 8 April 2019 Received in revised form 9 July 2019 Accepted 10 July 2019 The higher educational institutions in Pakistan are facing challenges to reduce the turnover of their faculty members. To date, research has failed to explore the antecedents of faculty members’ turnover intention, especially in the context of Pakistan. The purpose of this study was to investigate work- life balance practices and person-organization fit as antecedents of faculty members’ turnover intention. This study hypothesized that work-life balance practices and person-organization fit are negatively related to intention to leave the job. Furthermore, the study proposed that person-organization fit mediates the negative relationship between work-life balance practices and intention to leave the job. This study adopted a cross-sectional design and a quantitative approach. The data was collected from a total of 250 faculty members from the public sector colleges in Baluchistan, Pakistan, through self-administered questionnaires. This study used partial least square structural equation modeling (PLS-SEM) for the analysis of measurement and structural model. The results revealed that work-life balance practices and person-organization fit had a direct negative and significant effect on employees' intention to leave the job. Furthermore, the results also showed that person-organization fit mediated the relationship between work-life balance practices and intention to leave the job. This study contributes to work-life balance practices and person-organization fit literature by examining the mediating processes through which work-life balance practices and intention to leave are linked. These findings provide important implications for human resource professionals to reduce the turnover of faculty members. Limitations and directions for future research are discussed. Keywords: Work-life balance practices Intention to leave the job Turnover Person-organization fit © 2019 The Authors. Published by IASE. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/). 1. Introduction *The academic work environment is characterized by poor working condition, job dissatisfaction (Kinman and Jones, 2008), workload (Almer et al., 2016), long working hours, high job demands (Watanabe and Falci, 2016) and occupational stress (Opstrup and Pihl-Thingvad, 2016). Such an environment often creates an imbalance between work and family lives and may result in undesirable outcomes such as stress (Opstrup and Pihl-Thingvad, 2016), and turnover intention (Barnes et al., 1998; Kinman and Jones, 2008). Turnover intention or * Corresponding Author. Email Address: samadkakar87@gmail.com (A. S. Kakar) https://doi.org/10.21833/ijaas.2019.09.012 Corresponding author's ORCID profile: https://orcid.org/0000-0002-1209-2454 2313-626X/© 2019 The Authors. Published by IASE. This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/) intention to leave refers to the subjective probability of leaving the job in the near future. Prior empirical research and theories posit that employees’ intention to leave the job is the significant predictor of actual turnover (Rubenstein et al., 2018), hence, the present study focuses on intention to leave rather than actual turnover. The turnover of the academicians has become a global issue (Vekeman et al., 2017) because the turnover of academics not only affects the productivity of the organisations but also results in the disruption of the teaching and research activities and students learning. Owing to such grave implications, understanding the factors that may contribute to the academics’ turnover intention would benefit organisations (Johnsrud and Rosser, 2002). One particular factor that is associated with improvement in the academic work environment and academics’ retention is Work-Life Balance Practices (WLBP). Work-life balance practices, which