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Employee Commitment and Turnover Intention: Perspectives from the Nigerian Public Sector

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Abstract

This study investigates the conceptualization of employee commitment and turnover intention in the Nigerian public sector using a qualitative approach. Findings suggest that (i) employees expressed a lack of sense of ownership and attached meaning to commitment based on (self-help) benefit gained from their organization, and (ii) the lack of scrutiny and accountability in the public sector resulted in low employee turnover intention. The study is novel for developing a framework underscoring how context may affect the conceptualisation of employee commitment and turnover intention.

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Authors and Affiliations

  1. Department of HRM, University of Hertfordshire, Hatfield, AL10 9AB, UK

    Dennis Gabriel Pepple

  2. Department of Business, Anglia Ruskin University, London, EC1N 6RA, UK

    Peter Akinsowon

  3. Department of HRM, Michael Oyele, Coventry, CV1 2PL, UK

    Michael Oyelere

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  1. Dennis Gabriel Pepple
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  2. Peter Akinsowon
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  3. Michael Oyelere
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Correspondence to Dennis Gabriel Pepple.

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This research received ethics approval from the University of Bedfordshire BMRI Ethics Committee. BMRI Research Ethics Approval No. BMRI/Ethics/Student/2018-19/001.

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Pepple, D.G., Akinsowon, P. & Oyelere, M. Employee Commitment and Turnover Intention: Perspectives from the Nigerian Public Sector. Public Organiz Rev 23, 739–757 (2023). https://doi.org/10.1007/s11115-021-00577-7

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