EMPLOYEE RETENTION AND ORGANISATIONAL PRODUCTIVITY IN THREE SELECTED PRIVATE UNIVERSITIES IN SOUTH WESTERN STATES OF NIGERIA
Global Research Journal of Humanities and Public Administration · Vol. 2, Issue 1, pp. 1–41 · 2026/9/4
Eke, Obike Tony · Department of Business Administration, Bells University of Technology, Lagos State University
Abstract
Research Objective: The study examined the relationship between employee retention and organisational productivity in three selected private universities in South Western States, Nigeria. Specific objectives were to: examine the impact of compensation practices, career development opportunities, work environment, leadership support, job security and fair promotion opportunities on organisational productivity in the selected private universities.
Methodology: A descriptive survey design was adopted using a structured questionnaire administered to 791 respondents with a response rate of 86% (680/791x100 = 85.96). Descriptive statistics was used to analyse the demographic data. Inferential statistics was used to test the six hypotheses at a 5% level of significance.
Findings: H01(β1= 1.570, t = 19.645, P = 0.000) has a significant impact on organisational productivity among the selected private universities. H02 (β1= .414, t = 6.260, P = 0.000) showed a significant impact. H03 (β1= 1.390, t = 15.436, P = 0.000) revealed a significant impact. H04 (β1= 1.158, t = 24.847, P = 0.000) also proved it has a significant impact while H05 (β1= 1.239; t = 32.923, P = 0.000) recorded a significant impact. Lastly, H06 proved that (β1= 1.682, t = 44.920, P = 0.000) has a significant impact on organisational productivity as well.
Conclusion: Employee retention had a significant effect on organisational productivity among the selected private universities.
Recommendations: Management of private universities in conjunction with relevant stakeholders should embrace the outlined retention strategies to further improve their productivity.