This study examined employee retention and organizational productivity in Nigeria a case study of Wema Bank PLC branches in Ijebu North Local Government of Ogun State. This is 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 through salary insecurity, delay in the payment of salaries, fringe benefits and this have behavioural consequences on their efficiency in the workplace. In an attempt to achieve the broad objective of the study, three hypotheses was raised in the study for validation and a sample of one hundred and twenty (120) staff of 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 well structured questionnaire. The simple percentage method was used in the analysis of the demographic data of the respondents, while correlation analysis was used in the analysis of the research hypothesis and the result of the analysis 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. The study among others, recommended that there is the need for organizations to properly align retention practices with the needs and values of employees. In addition, exit interviews need to be conducted and be reviewed by upper management to ensure that supervisors are not the reason why experience staff quit the organization
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 Hypothesis
1.6 Scope of the Study
1.7 Significance of the Study
1.8 Scope and Plan of the Study
CHAPTER TWO – LITERATURE REVIEW
2.1 Conceptual Review
2.1.1 The Concept of Employee Retention
2.2 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
2.4.2 Emerging Trends in Employee Retention Strategies
CHAPTER THREE – METHODOLOGY
3.1 Research Design
3.2 Population of the Study
3.3 Sample Size and Sampling method
3.4 Research Instrument
3.5 Validity and reliability of research Instrument
3.6 Procedure of Data Collection
3.7 Procedure of Data Analysis
CHAPTER FOUR – RESULTS
4.1 Introduction
4.2 Analysis of Demographic Data
4.3 Test of Hypotheses
4.4 Discussion
CHAPTER FIVE – DISCUSSION, CONCLUSION, AND RECOMMENDATIONS
5.1 Summary
5.2 Conclusion
5.3 Recommendations
REFERENCES
APPENDIX
