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open-access-imgOpen AccessThe Influence Of Personal Factors On Workers Turnover Intention In Work Organizations In South-West Nigeria
Author(s)
E. I. Babajide
Publication year2010
Publication title
journal of diversity management
Resource typeJournals
PublisherClute Institute
This study investigated the influence of personal factors on workers’ turnover intention in work organizations in South-West Nigeria. This was for the purpose of ascertaining the relevance of personal variables to turnover intention assessment among industrial workers in Nigeria. The descriptive survey design was adopted for the study. A total of 725 respondents were selected using stratified sampling technique. A set of self developed structured questionnaire titled Personal Factors and Workers’ Turnover Intention Scale (PFWTIS) with reliability co-efficient of 0.84 was used for data collection. Multiple Regression Analysis and t-test statistics were used for data analysis at 0.05 alpha levels. The findings revealed that: Personal factors (work-family life, commitment, job satisfaction and general health) significantly influenced workers’ turnover intention F (4, 720) = 0.570; P<0.05). Findings revealed that the order of causation in descending order of magnitude: Job satisfaction (Beta = 0.345, P<.0.05); work-family life (Beta = 0.205; P<0.05), general health (Beta = 0.213; P<0.05) and commitment, (Beta = 0.145; P<0.05). Based on these findings, it was recommended that for retention of workers to be made possible, motivational incentives that could foster workers` job satisfaction and commitment should be provided at equitable measure of reward system to be commensurate with workers` job performance. Also, organizational support system that could promote workers` good health and reduction of occupational hazards should be provided for all levels of workers in order to achieve workers retention.
Subject(s)cartography , descriptive statistics , economics , geography , incentive , job satisfaction , management , mathematics , microeconomics , organizational commitment , psychology , scale (ratio) , social psychology , statistics , turnover , turnover intention
Language(s)English
ISSN1558-0121
DOI10.19030/jdm.v5i4.338

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