Academic Journal
Influence of Job Satisfaction on Labour Turnover of Early Career Academics in A Private University in Nigeria.
| Τίτλος: | Influence of Job Satisfaction on Labour Turnover of Early Career Academics in A Private University in Nigeria. |
|---|---|
| Συγγραφείς: | Omiyale, Ebunlomo Omotayo1 omiyaleebun@abuad.edu.ng, Okeke-Uzodike, Obianuju E.1 obianujuo@dut.ac.za |
| Πηγή: | International Journal of Management Research & Emerging Science (IJMRES). Sep2026, Vol. 16 Issue 3, p92-113. 22p. |
| Θεματικοί όροι: | *Job satisfaction, *Labor turnover, *University faculty, *Job security, *Wages, *Work environment, Nigerians, Private universities & colleges |
| Γεωγραφικοί όροι: | Nigeria |
| Περίληψη: | African Higher Education Institutions are facing a myriad of challenges amid ongoing changes and transformations in the sector. At the helm of this is the rising labour turnover rate among early-career academics (ECAs) attributed to job satisfaction. It is a concern since the academic profession represents a core element of the higher education sector, and it is central to its long-term success and sustainability. This study explores the influence of job satisfaction on labour turnover of early-career academics at a private university in Nigeria. Adopting an interpretive philosophy and qualitative methodology, the data were collected through purposive sampling from 43 participants. The collected data (through interviews and focus group discussions) were analysed thematically to uncover patterns and themes. Only the first theme reduced turnover intentions: The resulting five themes were as follows: (i) remuneration enhances ECAs' job satisfaction and reduces turnover intentions; (ii) work environment increases ECAs' attrition rates; (iii) staff development increases turnover intention decisions, as limited access and unclear guidelines undermine its effectiveness; (iv) a fear of the unknown and lack of effective communication channels trigger job insecurity and attrition of the ECAs; and job enlargement increases ECAs' intention to leave due to a lack of balanced roles and personal aspirations. Moreover, various strategies were proposed, including improving communication channels, increasing transparency in institutional guidelines, reviewing the institution's current talent management strategies, and enhancing flexibility in work arrangements. These will provide a supportive environment for ECAs to excel and reduce their motivation to leave their employment. [ABSTRACT FROM AUTHOR] |
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| Βάση Δεδομένων: | Business Source Index |
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