THE IMPLICATIONS OF EMPLOYEES TURNOVER IN NIGERIAN HIGHER EDUCATION

Abstract

Many researchers have conducted empirical researches on the impact of high turnover on productivity. Employee turnover in higher education has been one of the most critical issues for many years. Both practitioners and researchers dedicated huge efforts and time to identify and understand the ways to reduce employee turnover. Many works on employee turnover focus on the issues of high employees’ turnover and how to manage it within many sectors. However, there are wider ranges of research to evaluate the effects and causes. The question of the relationship between turnover and productivity is the focus of the research and ask the question “is the productivity slowdown due to a high turnover rate of workers? Is high turnover rate an indicator of poor performance?” Qualitative method was used and relying on interview and Kwara State University as a case study. It was found that an institution with low turnover rate may still experience low productivity. It was discovered that low turnover is not an indication of high performance and productivity. The research also revealed that turnover intention can also slow productivity and turnover is high in academic staff compared to non-academic staff. It is therefore recommended that an exit interview should be conducted for any staff leaving the service of the institution with a view to determining the immediate and remote causes of leaving the service.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 3 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.