Maintaining a committed and capable workforce has become essential within China’s rapidly evolving and highly competitive education industry. High employee turnover poses substantial challenges for institutions pursuing international standards, influencing operational stability and educational outcomes. This research investigates the determinants of turnover intention in Chinese academic organizations and ranks these determinants according to their relative importance. A two-round Delphi approach was applied to gather and refine expert insights through repeated consultation. Nineteen specialists from private educational institutions in Fuzhou, China, were selected through purposeful sampling complemented by snowball techniques. During the initial round, experts identified factors contributing to turnover intentions, which were subsequently examined using thematic analysis. In the second round, these factors were ordered from highest to lowest priority. The findings highlight five major dimensions shaping turnover intentions, presented by significance: (1) compensation, benefits, and employee acknowledgment; (2) possibilities for career progression and promotion; (3) professional development, training, and employment stability; (4) leadership, managerial backing, and organizational culture; and (5) work-life balance and workplace conditions. The study offers practical recommendations aimed at recognizing and mitigating the drivers of employee turnover. These insights provide meaningful guidance for Chinese educational institutions, emphasizing the value of employee satisfaction and contributing to the cultivation of a stable and motivated workforce.
