An Exploration of the Relationship between Organizational Culture and Turnover Intentions of Selected Small and Medium Enterprises (SMEs) in South-East

Abstract

This study explores the Relationship between Organizational Culture and Turnover Intentions of selected Small and Medium Enterprises in Southeast -Nigeria. Specifically,it investigates the effects of founder's values on the turnover intentions of SMEs; socialization on the employee turnover intentions; and morale on turnover intentions of SMEs. Survey method of data gathering was adopted wherein structured questionnaire was instrument of data collection. With a population of 2500 registered SMEs within the capitals of the five South-eastern States, a sample size of 330 was drawn using Freud and William's formula at 5% error margin. 330 copies of questionnaire were distributed while 300 were returned. Three hypotheses were tested using the component of t-test in the Statistical Package for Social Science (SPSS). Results of the analysis reveal that Founder's value has positive impact on the turnover intention of small and medium scale enterprise, 2 (95, n = 330) =11.32036, p < 0.05.; Socialization have positive impact on the Turnover Intention,  2 (95, n = 330) =9.133469, p < 0.05.; while morale have no effect on turnover intention,  2 (95, n = 330) = 0.337944 p >0.05. The study concludes that organizational culture

Investigating the influence of organisational culture on the performance of Small and Medium Enterprises (SMEs)

“…Past researches focused on studies of organization culture and its relationship to innovation (Shahzad, Xiu & Shahbaz 2017), turnover intention (Mbah, Ekechukwu & Obi 2018), Organizational Innovation (Apsalone 2018) and Entrepreneurial orientation (Dzomonda & Fatoki (2019). Khedhaouria, Nakara, Gharbi & Bahri (2020) examined the impact of organizational culture on small firms in Tunisia; Joseph and Kibera (2019) examined the effect of organizational culture and performance of microfinance banks in Kenya; Asif and Sajjad (2018) examined the relationship between organizational culture and performance in Pakistan.…”

Major Factors Affecting Employee Turnover in the Tourism Industry: With Special Reference to Travel Agencies and Tour Operators of Pune City

“…Staff of any organization or enterprise leaves the business and is replaced by another one is called turnover. It is an intentional measurement to plan for leaving the organization by the employees or vice versa could be the plan of an organization to remove the employee from his position and replace him with somebody else (Mbah, Ekechukwu & Obi, 2018).…”

“…Here, the researchers suggested that it is essential for the managers to show the employees a carrier path with appropriate training. Mbah, Ekechukwu and Obi (2018) suggest that socialization will enhance the organizational commitment of the employees which will lead to the cost of losing an efficient employee and elaborate on how socialization programs must be designed and developed by the organizations to understand the expectations and satisfaction level of the employees. These programs will help in motivating them for an improved and efficient performance.…”

We need to talk about kinship: how kinship weakens turnover intentions among academicians at private higher education institutions in Indonesia

“…, 2020), Small Medium Enterprises (Coetzer et al. , 2019; Mbah et al. , 2018), Deputy for Enforcement of Anticorruption Institution in Indonesia (Lebang and Ardiyanti, 2021) and many more.…”

“…Although higher education institutions in Indonesia were attacked by turnover intention, there is still a scarcity of research that focuses on this context (Harini et al, 2020). Most of the previous research in Indonesia, focused on industries such as garment (Junaidi et al, 2020), pharmacy (Vizano et al, 2020), manufacturing, and services in Indonesia (Tricahyadinata et al, 2020;Vizano et al, 2021), retail store (Adawiyah, 2015) and banking, hospitals, consulting offices, and training provider (Suyono et al, 2020), private hospitals (Laily et al, 2020), Small Medium Enterprises (Coetzer et al, 2019;Mbah et al, 2018), Deputy for Enforcement of Anticorruption Institution in Indonesia (Lebang and Ardiyanti, 2021) and many more. By looking at the lack of research that focuses on higher education institutions and the negative implications of turnover intentions on the academic community, it is vital to investigate the factors that cause turnover intentions (Kakar et al, 2021a, b;Saufi et al, 2020).…”