Distributive Justice and Employee Turnover among Bank Workers in Akwa Ibom State, Nigeria (Published)
The study was designed to examine the relationship between Distributive Justice and Employee Turnover Among Bank Workers in Akwa Ibom State. Ex-post facto design was adopted for the study and a sample of 314 respondents was drawn from the population of 1465. For the objective of the study to be achieved, five hypotheses were formulated and tested. The study utilized triangulation of methodologies (structured questionnaire and interview) as the major instruments for data collection using Taro Yamane’s scientific sampling technique. 314 questionnaires were distributed and 299 were returned. Data collected were analyzed using simple percentage and Ordinal Logistic Regression. Results showed that there is a significant and positive relationship between variables of distributive justice such as unequal distribution, inequitable distribution, mismatched needs and personality traits, and employee turnover variables of voluntary resignation, employee abscondment and employee satisfaction among bank workers in Akwa Ibom State. The finding further revealed that there is no significant relationship between variable of distributive justice such as unjust distribution of responsibilities and employee turnover variable of employee commitment among bank workers in Akwa Ibom State. Consequently, it was recommended that, banks in Akwa Ibom State should introduce fair and equal reward systems for outstanding performances so as to motivate and retain employees. Justice should be fairly distributed among bank workers in order to discourage voluntary resignation. There is need for bank workers to inhibit behaviors that may encourage turnover but rather reattribute such behaviors as a mean of restoring justice. Responsibilities should be justly distributed among bank workers in order to boost employee commitment. Specific attention should be given at the beginning of the employment relationship to firstly establish and agree to personality traits that would benefit both parties in the employment relationship.
Citation: Udeme Anthony Abaikpa; Don Baridam; Kingsley Uwa (2022) Distributive Justice and Employee Turnover among Bank Workers in Akwa Ibom State, Nigeria, International Journal of Business and Management Review, Vol.10, No.5, pp.26-85
The need for proximal positioning for effective performance has been highlighted in this study which sought to examine the relationship between proximity and performance of Hotels in Port Harcourt. The study was guided by six hypotheses stating that there is no significant relationship between proximity (dimensioned by proximity to customers and proximity to staff) and performance (measured with patronage, customer retention and employee turnover). A sample of ninety managers was drawn from hotels in Port Harcourt using the cluster sampling technique. Pearson’s product moment correlation (r) was used in testing the hypotheses at 95% level of confidence. The findings indicated that proximity to customers related significantly with patronage, customer retention and and employee turnover. While proximity to staff did not relate significantly with patronage and customer retention; but with employee turnover. Based on these, it was concluded that to a large extent, proximity is a good predictor of performance of hotels in Port Harcourt. Hence, hotels need to reposition and/or re-strategize so as to mitigate the locational challenges of proximity to customers and employees that are capable of impeding their performance. Consequently, the study recommended among other things that hotels should be located in such a way that they are easily accessible by customers and employees so as to enhance economic activities. Where this is not the case, hotel management should collaborate with transport service providers to address the issue of proximity and easy access to and fro their facilities.
The Effect of Demographic Variables on Work Attitudes and Intentions to Quit: The Case of the Hotel Industry in Cape Coast and Elmina (Published)
Employee turnover is a problem for organizations and is one of the challenges facing human resource managers. As such several studies have looked at antecedents of turnover. Among the emergent antecedents are demographic variables which are deemed to influence attitudes that could either make or unmake organisations. Since attitudes mean a lot in labour-intensive industries, the need to examine these attitude-eliciting factors become important. This paper therefore, sought to find out the effect of demographic variables on work attitudes and intention to quit in the hotel industry in Cape Coast and Elmina. Independent sample T-tests and One-way ANOVA were used to assess the relationships between demographic variables and work attitudes. The results revealed there was significant differences between younger adults’ and older adults’ level of satisfaction as far as salary levels were concerned. Similarly, this was the case with nature of work and motivation. Accordingly, it was recommended that Human resource policies be tailored to meet and satisfy the specific needs of each age group as what might motivate the younger generation may not have the same effect on the older generation.
A Predictive Workforce-Analytics Model for Voluntary Employee Turnover in the Banking/ Financial-Service Industry (Published)
This paper proposes a model for identifying key variables to identify in advance which employees may leave a company in the near future. This identification may allow potential action to take place to retain the employee, or, to potentially get advance notice of the need for a replacement. We list the key variables (both dependent and independent) in our model and detail the metric we hope to use to measure each variable. The specific statistical techniques we use to analyze the model may depend on the exact form of the data provided. We are in the process of seeking real-world data to illustrate the model’s use.