A Study Of Labour Turnover And Organisational Productivity In The Cable Industry Of Nigeria Manufacturing Sector

Abstract

The paper focused on the role of labour turnover in organisational productivity in the manufacturing sector with reference to cable industry in Lagos, Nigeria with a view to identifying causes of labour turnover and factors in productivity level; elements of organisational policies; and assess challenges confronting the variables. The study provides a framework to explain factors responsible for labour turnover with its implications on organisational productivity as it was found in the cable manufacturing sector of Nigerian economy which has not been previously investigated by scholars. A survey design was adopted, 5 cable organisations were purposively chosen through a preliminary survey of the cable organisations in the three senatorial districts of Lagos State. A sample of 420 employees was chosen from 650 employees representing 65% response rate. The administered questionnaire was designed in line 5 Likert rating scales. It was found that employees' decision to leave and join another organisation is a constant phenomenon in the world of work which is contingent on many variables such as work design, emotional trauma, location and organisational politics emanating from organisational policies etc. and the result also showed that there is a significant relationship between labour turnover and productivity level of organisation at 0.05 level of sig. It showed that work factors, environmental factors, personal factors as well as organisational policies factors are the basic components of labour turnover with degree of influence on the organisational productivity.

Employee Turnover and Job Satisfaction: A synthesis of Factors influencing employee turnover in Institutions of Higher Learning in Ghana

“…This result is consistent with ndings of Akeyo and Wezel (2017), Bilau et al (2015), Shah and Beh (2016) whose ndings suggest that salary and good condition of service are the most important factors in uencing job satisfaction and turnover. Contrary, the ndings of the study does not agree with ndings from Sajid and Shaheen (2013), Kartono and Hilmiana (2018) and Oginni and Omoyele (2018) whose ndings indicated that emotional intelligence and environmental conditions are the major factors determining job satisfaction and turnover among employees in the tertiary institutions.…”

Motivators of employee commitment at multinational organisations in emerging economies: Empirical evidence from Nigeria

“…Some of the authors that examined studies on motivation and employee commitment are Kim and Rowley (2005), Wolowska (2014), Jandaghi et al (2011), Daciulyte and Aranauskaite (2012), Gitau and Monari (2019), Qiambao and Nuqui (2017) and Apergis (2016). The spate of employee turnover by many recent studies on employee turnover in Nigeria (Oginni and Omoyele, 2018;Ugoani and John, 2016;Izidor and Iheriohanma, 2015;Essien et al, 2013;Mbah and Ikemefuna, 2012) tend to suggest that employees are not very committed to their jobs thus, necessitating investigation of determinants of organisational commitment. The high employee turnover is not an indication of low unemployment; in fact, the level of unemployment in Nigeria is high, thus restricting the mobility of labour (Ademola, 2021;Ikechukwu et al, 2016;Muhammad et al, 2015;Kayode et al, 2014).…”

Occupational Stress and Industrial Relations Outcomes: Evidence From Selected Manufacturing Organizations in Lagos Metropolis, Nigeria

“…In the views expressed by Asafa (2015) industrial action is the expression of dissatisfaction by employees over working conditions that are considered to be unfavourable and manifested in the form of the temporary stoppage of work, which is known as a strike, work to rule, slow down, go slow, etc. it is a deliberate decision or refusal to work by employees until the unfavourable concern expressed is met (Oginni & Omoyele, 2018). This expression of dissatisfaction through industrial action entrenched low productivity in the workplace and it has remained a tool used to force an employer to improve these areas considered unfavourable in the working conditions otherwise suffer a setback in the actualization of the profit maximization objective (Adewale, 2019).…”