Recognition and Employee Retention in Nile University of Nigeria Abuja (Published)
This study examined the effect of recognition on employee retention in Nile University of Nigeria, Abuja, using job satisfaction, benefits, and mentorship as key dimensions of recognition. The study was motivated by the growing challenge of staff turnover in private universities and the need to understand how recognition-related practices influence employee commitment and profitability. A survey research design was adopted, and data were collected through a structured questionnaire administered to academic staff of the university. Using the Taro Yamane sampling technique, a sample size of 254 respondents was determined, out of which 224 valid responses were used for analysis. Descriptive statistics and multiple regression analysis were employed with the aid of SPSS version 20. The results revealed that job satisfaction had a positive and statistically significant effect on profitability. Similarly, employee benefits were found to significantly influence profitability, while mentorship also showed a strong positive effect on institutional performance. The regression model further confirmed that recognition dimensions jointly explained a substantial proportion of the variation in profitability. All the null hypotheses were rejected at the 0.05 level of significance. The findings of this study demonstrate that recognition-related practices such as job satisfaction, welfare benefits, and mentorship are critical drivers of employee retention and organizational performance in private universities. The study therefore concludes that effective recognition strategies are essential for building employee loyalty, reducing turnover, and enhancing sustainable institutional growth. Recommendations were made for improved welfare systems, participatory management, and structured mentorship programmes.
Keywords: Employee Retention, Private Universities, Recognition
Employee Retention Strategies and Organizational Performance in Nigerian Federal Inland Revenue Service Abuja (Published)
This study examines the nexus between employee retention and organization performance of Federal Inland Revenue Service, FCT, Abuja, Nigeria. This is with the view of examine the impact of training program, reward system and work environment on organization goal of Federal Inland Revenue Service, FCT, Abuja, Nigeria. The study employed survey research design. The target Population for this study comprised of 501 staff of Federal Inland Revenue Service, Abuja. The data collected was analysed using multiple regression. The outcome of the study indicates that training program, reward system as well as work environment has a positive and significant impact on organization goal of Federal Inland Revenue Service, FCT, Abuja, Nigeria. That is, training programs, the reward system, and a conducive working environment play crucial roles in enabling the Federal Inland Revenue Service (FIRS) to retain its best employees. It is therefore recommended that Federal Inland Revenue Service (FIRS) should institutionalize continuous professional development programs and align reward systems with employee performance metrics to foster a supportive work environment, enhance job satisfaction, and improve employee retention rates.
Keywords: : training program, Employee Retention, Organizational Performance, Reward system, Work Environment, organization goal
The Effects of Job Crafting On Employee Retention: The Mediating Role of Proactive Personality (Published)
This study attempts to explore how job crafting affects the employee retention and whether this relationship is mediated by proactive personality of employees. Three types of job crafting such as task, relational and cognitive crafting have been selected as independent variables, proactive personality as mediating and employee retention as dependent variable. This study was conducted on 405 employees from Bangladesh and primary data has been collected through a structured questionnaire. Descriptive statistics, bivariate correlation and multiple regression analysis have been conducted to know the interplay among these variables. The study found that task, relational crafting and proactive personality has significant influence on employee retention. Conversely, cognitive job crafting reveals negative relation to employee retention. Moreover, creating meaningful scope of work and relational environment with others at workplace are the mostly preferred factors came out from this survey than the cognitive work behaviour.
Keywords: Employee Retention, job crafting, proactive personality