Effect of Human Resourcing Practices on Employees’ Turnover Intention in Commercial Banks in North Central Nigeria

Abstract

This study assessed the effect of human resource practices on the employee turnover intention in commercial banks in North Central region of Nigeria. The study was motivated by the problem of high employee turnover in commercial banks in North Central region of Nigeria. The study was restricted to human resource practices components of Talent management, Performance management, Reward management and Placement in commercial banks as the independent variables of the study, while employee turnover intention in the commercial banks was the dependent variable. The study adopted a survey research design using only primary data for its analysis. The data was derived using a self-administered structured five-point Likert scale questionnaire as the research instrument for the study. The population of the study was all employees of commercial banks in North Central region of Nigeria which was undeterminable so the sample size of 463 respondents was determined using the Cochran (1971) sampling formula and 20% added to account for attrition. Partial Least Square Structural Equation Modelling (PLS-SEM) analysis was used as the technique for data analysis in the study. The major findings of the study include a negative insignificant effect of Talent management on employee turnover intention, a positive and significant effect of Performance management on employee turnover intention, a positive and significant effect of Reward management on employee turnover intention, and a positive and significant effect of Placement on employee turnover intention. The study recommended that talent management strategies in commercial banks in the North Central region of Nigeria should be adjusted while performance management, reward management and placement practices should be upheld.