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THE EFFECTS OF LABOUR TURNOVER ON ORGANIZATION IN A PRIVATE UNIVERSITY (Covenant University)
ABSTRACT
Labor turnover, the movement of employees in and out of an organization, is a critical aspect that significantly influences the overall functioning of any institution. This research delves into the effects of labor turnover on Covenant University, a prominent private university in Nigeria. The study aims to explore the multifaceted impacts of employee turnover on the organizational structure, culture, and performance within the unique context of a tertiary education institution.
The research employs a mixed-methods approach, combining quantitative data analysis of turnover rates and qualitative investigation through interviews and surveys. By examining historical turnover patterns and correlating them with organizational outcomes, the study seeks to identify the root causes and consequences of labor turnover in the university setting.
Key focal points of the research include understanding the reasons behind employee exits, assessing the financial implications of turnover, and examining the influence on organizational morale and productivity. Additionally, the study investigates the strategies implemented by Covenant University to manage and mitigate the effects of labor turnover, aiming to provide insights into potential best practices for other educational institutions facing similar challenges.
The findings of this research contribute to the existing body of knowledge on the dynamics of labor turnover, especially within the specific environment of private universities. It is anticipated that the outcomes will inform human resource management strategies, enhance organizational resilience, and foster a conducive work environment for both faculty and administrative staff.
As private universities play a crucial role in the education sector, understanding and addressing labor turnover issues is imperative for sustaining the quality of education and institutional growth. This research serves as a valuable resource for academic administrators, human resource practitioners, and researchers interested in organizational dynamics, particularly within the context of higher education institutions in developing countries.
TABLE OF CONTENT
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 Significance of the Study
1.6 Scope and Limitations
1.7 Definition of Terms
CHAPTER TWO
LITERATURE REVIEW
2.1 Conceptual Framework
2.1.1 Labour Turnover
2.1.2 Causes of Labour Turnover
2.1.3 Consequences of Labour Turnover
2.2 Theoretical Framework
2.2.1 Human Capital Theory
2.2.2 Job Embeddedness Theory
2.2.3 Organizational Culture Theory
2.3 Empirical Studies on Labour Turnover
2.4 Labour Turnover in the Educational Sector
2.4.1 Factors Contributing to Turnover in Educational Institutions
2.4.2 Unique Considerations for Private Universities
CHAPTER THREE
Research Methodology
3.1 Research Design
3.2 Population and Sampling
3.3 Data Collection
3.3.1 Quantitative Data Collection
3.3.1.1 Turnover Rate Analysis
3.3.1.2 Financial Implications
3.3.2 Qualitative Data Collection
3.3.2.1 Interviews with Key Stakeholders
3.3.2.2 Surveys among Faculty and Staff
CHAPTER FOUR
Analysis and Discussion of Results
CHAPTER FIVE
5.1 Summary of Findings
5.2 Contributions to Existing Knowledge
5.3 Practical Implications for Private Universities
5.4 Areas for Future Research
References
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