Leadership Styles, Promotion Opportunities, and Salary as Correlates of Turnover Intentions among Librarians in Nigerian University Libraries

Aiyebelehin, Afebuameh James; Odiachi, Rosemary; Omoregie, Blessing

doi:10.22492/ijl.9.2.03

Cited by 8 publications

(4 citation statements)

References 3 publications

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“…The results found that organisational identification triggers employee intention to leave. According to Aiyebelehin et al (2020), positive employee identification reduces conflict and turnover intention. Therefore, organisational identification perceives as a critical necessity for employee job satisfaction and lower staff turnover.…”

Section: Discussionmentioning

confidence: 99%

Investigating the Factors Influencing Turnover Intentions in the Nigerian Banking Sector

Chigbundu¹,

Muda²

2022

IJARAFMS

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Section: Discussionmentioning

confidence: 99%

Investigating the Factors Influencing Turnover Intentions in the Nigerian Banking Sector

Chigbundu¹,

Muda²

2022

IJARAFMS

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“…Another study shows that promotional prospects have a negative and an inverse relationship with turnover intention (Ekabu et al, 2018). The finding shows that promotion opportunities positively correlate with turnover intention (Aiyebelehin et al, 2020). Based on the above review, the following is proposed:…”

Section: Promotions and Turnover Intentionsmentioning

confidence: 99%

Co-worker Relations and Working Environment: Influences on Turnover Intentions in Co-operatives of Surkhet

Sharma Gaire

2023

Interdis. J. Innov. Res. Nep. Acad.

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This study aims to construct a conceptual framework for analyzing and forecasting the factors that influence employee turnover intentions in cooperative organizations in Surkhet, Nepal. Cooperatives play a crucial role in economic growth as they generate jobs, collect and invest funds, and offer a wide range of public services. Cooperatives engage in various activities to achieve their objectives, but they have been struggling with high turnover rates. The study employed a cross-sectional design, with data collected in a single contact with the respondents. The study's demographic consisted of all cooperative employees in Surkhet, and a convenience sampling method was used to gather 167 responses through a structured Likert questionnaire. Data analysis was conducted using SPSS and AMOS 23 software, with structural equation modeling as the statistical tool for hypothesis testing. Hypotheses were formulated using a deductive research approach. The results indicate that co-worker relations and the working environment were significantly associated with employee turnover intentions among cooperative employees. However, promotions showed no significant association with turnover intentions. This study has certain limitations, including the use of cross-sectional data, self-reports, variations in employee education levels, the comprehension of content, and a relatively small sample size. The respondents were a relatively uniform group of employees, so the results may not be generalized to other employees and institutions. Nevertheless, the study's findings suggest that cooperative organizations should place greater emphasis on improving co-worker relations and the working environment to reduce turnover intentions. This research can be particularly useful for managers in cooperative organizations.

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“…This highlights the importance of identifying a comprehensive set of motivational strategies that align with employees' needs and aspirations, fostering a work environment conducive to high performance. Moreover, the limitations of relying solely on monetary incentives have been recognized within the banking sector, as excessive personnel turnover persists despite above-average compensation (Aiyebelehin et al, 2020). This implies the existence of other non-financial motivators that can effectively enhance employee performance.…”

Section: Introductionmentioning

confidence: 99%

Effect of Motivational Strategies on Employee Performance in Nigerian Deposit Money Banks

Akinsola,

Saidu,

Akande

et al. 2024

J. Professional Business Review

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Purpose: This study examines the impact of motivational strategies on employee performance with the mediating role of employee formal recognition. Method: Collected data were analyzed by structural equation modeling. This study reveals that factors such as salary satisfaction, working environment, bonus and fringe benefits, and training and development have positive and significant associations with employee performance except for job security. Findings: Moreover, these findings suggest that providing formal recognition to employees enhances their employee performance, thereby positively impacting their overall performance. Research, Practical & Social Implications: Hence, this study recommends that the management should focus on these motivational factors by creating a positive work environment, attract and retain talented employees, and foster higher levels of job satisfaction, and ultimately contributing to improved organizational performance and success. Originality/Value: The originality of this study lies in its analysis of motivational strategies and employee performance in Nigerian Deposit money banks. Furthermore, the study highlights the relevance of motivating employee related issues to ensure improved performance and effective use of strategies.

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Leadership Styles, Promotion Opportunities, and Salary as Correlates of Turnover Intentions among Librarians in Nigerian University Libraries

Cited by 8 publications

References 3 publications

Investigating the Factors Influencing Turnover Intentions in the Nigerian Banking Sector

Investigating the Factors Influencing Turnover Intentions in the Nigerian Banking Sector

Co-worker Relations and Working Environment: Influences on Turnover Intentions in Co-operatives of Surkhet

Effect of Motivational Strategies on Employee Performance in Nigerian Deposit Money Banks

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