Organisational Factors and Employee Turnover Intention in Selected University Libraries in Nigeria

Abstract

Organisational factors that contribute to the high turnover rate in university libraries in Nigeria are partially understood. As a result, the purpose of this study was to investigate influence of organisational factors on employee turnover intention in the selected university libraries in Kwara State. This study used a descriptive survey design with total enumeration sampling strategy. It involved 52 professional librarians from 3 selected universities in Kwara State. Data were collected using a self-designed questionnaire, and results presented using simple frequencies, percentages, means, and standard deviations. Personal reasons (x=4.16) ranked highest as the reason for turnover intentions among librarians. Personal life of librarians very greatly suffered because of work (x=4.16). Given additional opportunity, librarians felt they would be more satisfied with more chances for professional and career development (x=4.22). Hence professional development opportunity was indicated as the most important determinant of turnover intention in their workplace (x=4.44). The study concluded that employee turnover can have serious financial implications for organisations, including the costs of recruitment, training, and lost productivity. By addressing the organisational factors that influence turnover intention, university libraries can improve employee morale, reduce costs associated with turnover, and maintain a stable and productive workforce capable of delivering high-quality services to their patrons in university libraries in Kwara State.