Canadian Social Science
Labour Turnover and Organizations’ Productivity of Banks in Delta State, Nigeria: A Study of Selected Banks in Ughelli, Delta State, Nigeria
Abstract
The study focused on “Labour Turnover and Organizations’ Productivity of banks in Delta State, Nigeria”. The purpose was to examine the extent to which the high rate of labour turnover affects organizations’ productivity in five selected banks in Delta State, Nigeria. The study adopted the Firm Specific Human Capital (FSHC) Theory. A sample size of 327 was drawn using the purposive , question and interview methods. The study employed Purposive, Simple Random sampling and Convenience sampling techniques in the selection of the respondents. Primary and secondary data were used in the collection of data. Three research questions were raised that matched with the specific objectives which were derived from the aim of the study. The data was analyzed with the use of simple table percentages and descriptive method. The findings of the study includes: that high labour turnover affect organizational productivity in the selected banks studied. 2. Revealed that reduction in the wages or salaries of workers is a major cause of labour turnover in the selected banks and this also affects productivity in the selected banks studied. 3. Organizations’ conflict causes labour turnover in the selected banks. The study made some recommendations: 1. That the banks and other organizations should try to avoid various cases that can lead to high labour turnover such as; wages reduction, factors that cause frictions among employee’s relationship, develop a good policy on staff recruitment and dismissal and introduce incentives that encourage workers to stay instead of leaving the banks. 2. That promotions and incentives should be used as a tool to reduce labour turnover. 3. That organization must learn to stop hiring and firing as these could make workers to lose confidence in many organizations. 4. That organizations should make room for training and development of staff. This will encourage staff growth and full confidence and a sense of belonging.
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DOI: http://dx.doi.org/10.3968/13827
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