Determinants of Labour Turnover in Ekiti State University from 2016 to 2023

Labour turnover, a global phenomenon with significant organizational impact, is the focus of this study, which investigates its determinants at Ekiti State University between 2016 and 2023, considering demographic, individual, and organizational factors, and addressing a gap in specific research for this institution. The research employed a descriptive survey design and quantitative approach, collecting data from 2,387 academic and administrative staff through questionnaires and interviews, with a sample of 343 determined using Slovin’s formula and a combination of purposive, stratified, and simple random sampling; data analysis involved descriptive and inferential statistics (Chi-square, correlation, and Binary Logistic Regressions) via SPSS Version 20, utilizing a model to assess the influence of factors such as sex, age, education, work experience, marital status, job satisfaction, personal factors, employee expectation, work environment, benefits and rewards, leadership/management, and training and development on labour turnover. The empirical literature review highlights that unattractive salary and benefit packages, poor employee-employer relationships, job insecurity, uncompetitive reward programs, unfavorable workplaces, unfair employee treatment, lack of job satisfaction, work environment, managerial style, low payments, lack of training, bad leadership, lack of organizational commitment and support, and job stress are critical drivers of employee turnover intention. Furthermore, the discussion incorporates various theories, including Expectancy Theory, Organizational Equilibrium Theory, and Met Expectation Theory, alongside conceptual reviews of labour turnover, its types (voluntary, involuntary, functional, dysfunctional), and common forms (separation, termination, resignation, dismissals, lay-off, retirement), while extensively examining determinants such as career growth, remuneration, working conditions, perceived organizational support, job stress, work-life balance, available job alternatives, job characteristics, work centrality, and organizational commitment. Ultimately, this study aims to bridge knowledge gaps concerning labour turnover at Ekiti State University, providing valuable data for management to formulate effective policies and efficiently manage labour turnover, with recommendations emphasizing the importance of addressing controllable factors like compensation, work environment, career development, and job stress to enhance employee retention.