DETERMINANTS OF EMPLOYEE TURNOVER IN THE NIGERIAN BANKING SECTOR

ABSTRACT

Employee turnover is a major concern for organisations in a dynamic global environment. This study focused on ascertaining the determinants of employee turnover in Nigerian banks specifically, First Bank of Nigeria (FBN) and United Bank for Africa (UBA). In other to achieve the general objective of determining the causes 35 of employee turnover in FBN and UBA, specific objectives were developed to find out the level of employee turnover in FBN and UBA; to ascertain if managerial style results in employee turnover in FBA and UBA; to find out if employee turnover intentions lead to actual employee turnover in FBN and UBA; and to determine the extent of the relationship between job stress and employee turnover. The methodology set in achieving this was the epistemology research philosophy, the theory of knowledge, that deals with how knowledge is collected and from which sources. According to Bryman (2012) the epistemology philosophy consists of positivism, realism, and interpretivism. Fadhel (2002) claimed that the positivist paradigm allows for identifying cause and effect associations. The positivist research philosophy is scientific as it involves experimentation that is used to investigate perceptions and proffers solutions. It involves the use of empirical and statistical experimentation. Creswell (2013), Johnson and Onwuegbuzie, (2004), and Saunders, et al (2012) argued that the deductive approach is mainly appropriate for research under positivism. Therefore, this employed the deductive approach using hypotheses and statistical findings to make conclusions and generalization on the level of employee turnover, the impact of managerial style, employee turnover intentions and job stress on employee in FBN and UBA.