LABOUR TURNOVER ON ORGANIZATIONAL PRODUCTIVITY IN THE NIGERIAN BANKING SECTOR

ABSTRACT:

This study explored labour turnover on organizational productivity in the Nigerian banking sector a case study of access bank ikot ekpene branch. Apparently there is a need to curb dysfunctional mobility of human capital in the banking sector in the local government. A cross-sectional mixed method design was used to collect data. A stratified sample of the bank’s employees completed a semi-structured questionnaire. Archival data was used in the calculation of turnover rates. The results show a relatively low overall employee turnover rate, and differences in turnover rates for different job levels and gender distributions. The turnover rate for older and young employees is relatively similar. Factors that contribute to job dissatisfaction include better job offers elsewhere, poor compensation, a lack of promotional opportunities. The findings of the study provide evidence of the most pressing turnover problems that a bank in a less affluent geographic region experiences. The impact of job dissatisfaction on the productivity, efficiency and service delivery in the bank is highlighted and a number of human resource practices are recommended to manage employee and to develop much needed human capital in the banking sector in the region.

TABLE OF CONTENTS

ABSTRACT        –        –        –        –        –        –        –        –

CHAPTER ONE: INTRODUCTION

1.1      INTRODUCTION –        –        –        –        –        –        –        –

1.2     BACKGROUND OF THE STUDY   –        –        –        –        –

1.3     STATEMENT OF THE PROBLEM  –        –        –        –        –

1.4     OBJECTIVE OF THE STUDY –        –        –        –        –        –

1.5     RESEARCH QUESTIONS      –        –        –        –        –        –

1.6     SIGNIFICANCE OF THE STUDY    –        –        –        –        –

CHAPTER TWO: REVIEW OF RELEVANT LITERATURE

2.1 VOLUNTARY AND INVOLUNTARY LABOUR TURNOVER  –

2.2 WORK ENVIRONMENT  –        –        –        –        –        –        –

2.3 CAREER GROWTH –        –        –        –        –        –        –        –

2.4 COMPENSATION   –        –        –        –        –        –        –        –

2.5 LABOUR TURNOVER DRIVERS       –        –        –        –        –

2.6 MANAGING EMPLOYEE TURNOVER        –        –        –        –

CHAPTER THREE: METHODOLOGY

3.1     INTRODUCTION –        –        –        –        –        –        –        –

3.2     RESEARCH DESIGN    –        –        –        –        –        –        –

3.3     INSTRUMENTATION   –        –        –        –        –        –        –

3.4     POPULATION OF THE STUDY      –        –        –        –        –

3.5     DATA COLLECTION METHODS   –        –        –        –        –

3.6     SAMPLE SIZE     –        –        –        –        –        –        –        –

3.7     CONCLUSION    –        –        –        –        –        –        –        –

BIBLIOGRAPHY

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