Olabode Ibini, Samuel Nwaizugbe, Samson Ajisebiolowo, Emmanuel Uye

Examining Work Group Functioning and Occupational Stress on Turnover Intention among Academic and Non-Academic Staff in Nigeria

Introduction

Examining work group functioning and occupational stress on turnover intention among academic and non-academic staff in nigeria. Examine work group functioning and occupational stress as predictors of turnover intention among Nigerian university academic and non-academic staff. Offers insights for HR strategies.

Abstract

Turnover intention has remained an emerging issue in university system every year in Nigeria. As the university system continue to experience increasing number of staff turnover, investigating some of the predictors of turnover intention become imperative. Therefore, this study examines the predictive ability of work group functioning and occupational stress on turnover among academic and non-academic staff in a Nigerian university. Cross-sectional design was utilized while purposive sampling technique was used to select the study population. Social Exchange Theory anchored the study. Data were collected from 250 academic and non-academic staff of the Alex Ekwueme Federal University, Ndufu-Alike Ikwo using validated scales. Data collected were analysed using hierarchical multiple regression to test hypothesis that was accepted at p < .001 level of significance. The result indicated that work group functioning and occupational stress were statistically significant predictors of turnover intention among study participants. In addition, work group functioning and occupational stress were statistically significant  independently predictors of turnover intention among study participants. The study concludes that work group functioning and occupational stress are  marginally contributed to turnover intention among study participants. The study recommends that the Nigerian university HR strategies should include putting in place an enabling work environment that reduces stress and  turnover intention.

Review

This study addresses a highly pertinent issue of turnover intention within the Nigerian university system, which is a significant concern for human resource management and institutional stability. The clear articulation of the study's objective to examine the predictive ability of work group functioning and occupational stress is commendable. Anchored in Social Exchange Theory, the research employs a cross-sectional design and utilizes hierarchical multiple regression to analyze data from a reasonable sample size (N=250) of academic and non-academic staff. The core finding that both work group functioning and occupational stress are statistically significant predictors of turnover intention provides valuable insights into the dynamics influencing staff retention in this context. While the study offers useful insights, there are several areas that warrant further clarification and critical examination. The use of a purposive sampling technique, without further detail on the selection criteria, raises questions about the generalizability of the findings beyond the Alex Ekwueme Federal University. Additionally, the statement that "hypothesis was accepted at p < .001 level of significance" lacks specificity regarding which particular hypothesis or model this refers to. More critically, the conclusion that "work group functioning and occupational stress are marginally contributed to turnover intention among study participants" appears to contradict the earlier findings that they were "statistically significant predictors" both collectively and independently. This discrepancy requires a thorough explanation or re-evaluation, as statistical significance typically implies a non-marginal contribution, unless the effect sizes were indeed very small and this 'marginal' contribution refers to practical, rather than statistical, significance which isn't stated. Furthermore, while "validated scales" were used, specifying the actual instruments would enhance transparency and allow for better appraisal of measurement quality. Despite these points, the study’s findings hold important practical implications for human resource management in Nigerian universities, reinforcing the need for strategies that foster positive work group dynamics and mitigate occupational stress to reduce turnover intention. The recommendation for an enabling work environment is well-supported by the results. For future research, it would be beneficial to address the methodological limitations, perhaps by employing probability sampling techniques or including a comparative analysis across multiple institutions to enhance generalizability. Further exploration into the *magnitude* of the contribution of these variables, beyond just statistical significance, would also be valuable to reconcile the stated "marginal contribution" with the "significant predictor" claim. Investigating potential mediating or moderating variables could also offer a more nuanced understanding of the complex relationship between work environment factors, stress, and turnover intention in this crucial sector.

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