This study aimed to ascertain the nature of the relationships between employee turnover intention, nepotism, and academic performance as mediating variables. The researchers thoroughly investigated the relevant literature and conducted empirical studies. Field research was conducted in the present study using a quantitative methodology. Ninetyeight academic staff members were selected to ensure the sample's representativeness of the population; a total of 98 academic staff members were selected. The researchers gathered data on nepotism, employee turnover intention, and academic performance via questionnaires. The research team gathered the data to guarantee the accuracy and reliability of the study's findings. Data were analyzed using SPSS version 23 and SmartPLS 4. This study showed that employee turnover intentions are significantly harmed by nepotism. Nepotism and academic performance were significantly positively correlated. Academic performance and employee turnover intention were significantly positively correlated. The research identified nepotism with academic performance as a mediating variable concerning staff turnover intentions. This research adds significantly to the ongoing scholarly conversation about nepotism, academic performance, and staff turnover intentions in higher education institutions, providing critical insights into this phenomenon's positive and negative consequences. The studies offered a series of recommendations for additional research that could be conducted to rectify the identified deficiencies.
