Effect of organizational commitment on employee turnover intention using old generation commercial banks in Ilorin – Nigeria.

Abstract

The regulatory and competitive dynamics in the Nigerian Banking industry compelled Old Generation Banks (OGBs) in Nigeria to alter their Human Resource policies and practices, which may affect the banks’ Human Resource outcomes when investigated.
Thus, this study interrogated whether employees’ organizational commitment exerts significant effect on turnover intentions in OGBs in Ilorin metropolis. OGB employees were randomly sampled and surveyed using structured questionnaire. Research data were analyzed using basic descriptive statistics, while the research hypotheses were tested using regression at 5-percent significant level. Accordingly, the study confirmed that organizational commitment exerted significant influence on employees’ turnover intention in OGBs in Ilorin. However, only normative commitment is a strong predictor of employee turnover intention. The study, therefore, recommends that the OGBs’ Human Resource executives should not only sustain but upgrade normative commitment indicators (training and development and related investment on banks’ personnel) so as to reduce turnover intentions among the bankers and avoid accompanying costs of positive turnover intention in order.