The objective of the study was to examine employee retention and organizational productivity in Nigeria. This was imperative because in Nigeria rather than providing the means by which workers can be motivated and retaining them for effective job performance, employees are continuously deprived of their physiological need. In an attempt to achieve the broad objective of the study, three hypotheses was raised in the study and a sample of all Wema Bank PLC branches in Ijebu North Local Government of Ogun State was used in the study. Data for the analysis was collected through the use of a self-structure design questionnaire. The simple percentage method was used in the analysis of the demographic data of the respondents, while, correlation analysis of the multiple regression model for the study was used in the analysis of the research hypothesis and the result was facilitated using the statistical package for social and management sciences (SPSS 20.0). The result of the analysis at 5% level of significance shows that employee retention has a significant positive effect on banks’ productivity and that work load and work stress has a significant negative effect on employee retention in the bank, while the effect of salary on employee retention was positive and significant. Also the result established that employee retention has a significant positive effect on banks’ sustainable competition. Among others, the study recommends that there is the need for organisations to properly align retention practices with the needs and values of employees.
TABLE OF CONTENTS
CHAPTER ONE – INTRODUCTION
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objectives of the Study
1.4 Research Questions
1.5 Research Hypotheses
1.6 Significance of the Study
1.7 Sources of Data and Methodology
1.6 Scope and Plan of the Study
1.7 Operational Definitions of Terms
CHAPTER TWO – LITERATURE REVIEW
2.1 Conceptual Review
2.1.1 The Concept of Employee Retention
2.1.2 Review of Relevant Studies
2.3 Theoretical Review
a) Equity Theory
b) Herzberg two-factor theory
2.4 Empirical Literature
2.4.1Traditional Employee Retention Strategies in Nigeria
a) Job Satisfaction
c) Reward Strategy
d) Supervisory Support
2.4.2 Emerging Trends in Employee Retention Strategies
a) Establishment of Strategic Retention Plan
b) Participatory Decision-Making Process
c) Personalized Compensation Plan
d) Career Planning, Training and Development
e) Creation of Work Flexibility and Outsourcing Strategy
CHAPTER THREE – RESEARCH RMETHODOLOGY
3.1 Introduction
3.2 The Study Area
3.3 Population and Sampling Techniques
3.4 Data Collection Procedure
3.5 Reliability and Validity of Research Instrument
3.6 Research Design
3.7 Data Analysis
3.8 Model Specification
CHAPTER FOUR – PRESENTATION AND INTERPRETATION OF DATA
4.1 Presentation of Result
4.2 Analysis of Research Hypotheses
4.3 Discussion of Findings
CHAPTER FIVE– SUMMARY OF FINDINGS, CONCLUSION, AND RECOMMENDATIONS
5.1 Summary of Findings
5.2 Conclusion
5.3 Recommendations
REFERENCES
Appendix: Questionnaire
