Determinants of Turnover Intention among University Staff

ABSTRACT

This study examined the determinants of employee turnover intention among University Staf . The objective of the study was to examine the ef ect of job stress, work life balance, organizational justice, organizational culture and compensation structure on employee turnover intention among University Staf . This study adopted a survey research instrument through the administration of questionnaires on 379 staf of academic and non-academic staf of University of Benin, Benson Idahosa University and Igbinedion University Okada, Edo State of Nigeria. The data for the study were analyzed using descriptive statistics, Pearson correlation analysis and multivariate regression technique and robust least regression technique. Work life balance has a significant positive ef ect on employee turnover intention at level of significance. This indicates that the presence of work life balance would significantly contribute to employee turnover intention. It is recommended that management of tertiary institutions should ensure that job is less stressful in order to witness low level of employee turnover intention. The study recommends that management should ensure that there is a good balance between work life and job, ensure that job is less and minimize employee turnover intention. Employee turnover intention is a subject matter that is considered to be one of the most serious obstacles facing establishments nowadays. Turnover intention is described as "the cognitive process of thinking, planning and desiring to leave a job”. And lack of career opportunities, dissatisfaction with the job-scope have also been predictors of low level of employee retention.