PREDICTING THE IMPACT OF JOB SATISFACTION LEVEL IN BOLSTERING TURNOVER INTENTIONS OF FRONTLINE HEALTH WORKERS: EVIDENCE FROM SOUTHERN NIGERIA

Improvement in health care delivery requires a deliberate focus on quality of health services. Nigeria is among the 57 countries worldwide considered by The World Health Organization (WHO) to experience a critical shortage of health workers. While it is evident that there is high turnover among frontline health workers (i.e. frontline health workers, midwives, nurse/midwives, community health officers and community health extension workers), the magnitude of or reasons for turnover is complex, challenging and unknown. Their intention to leave their jobs in the next 5 years has not also been investigated. Hence, this study assessed the key enablers and drivers of turnover intention of frontline health workers in Nigeria. The study used a quantitative approach to address the research questions. This research is directed at managing job satisfaction levels of frontline health workers in Nigeria. Four hospitals were purposively selected and adjudged to be among the best private hospitals in Nigeria based on their standard and popularity, length of existence, standard medical equipment and high customer patronage. Data were collected from 782 frontline health workers and analyzed with descriptive statistics, Structural and Measurement models. The findings indicated that 56% of frontline health workers planned to leave the hospital next year, and 66% said they would look for another work if the situation at the hospital become progressively unsatisfactory. Salary satisfaction, promotion satisfaction, and job satisfaction all influence turnover intentions. The majority of nurses want to move, thus hospital management should re-evaluate the wage and incentive scheme. Promotions must be offered honestly and equitably, and training and education programs must be established to help frontline health workers advance in their careers. Implementation of friendly healthcare strategies that reflect the needs of frontline health workers is imperative to reduce turnover intention and improve health service outcome

Sustaining Employees’ Work Fulfilment through Multigenerational Diversity and Emotional Communication in Federal Civil Service Commission of Nigeria

Emotional communication is gradually gaining the attention of various industries in Nigeria, particularly on the issues and concerns of sustaining employees’ fulfilment. Multigenerational diversity is considered a contributing factor for the retention of employees at work, but the mechanism behind this relationship remains unclear. Thus, main aim of this study was to investigate the influence of multigenerational diversity and emotional communication on sustainable employee fulfilment in the Federal Civil Service Commission of Nigeria. Respondents (i.e., directors, managers, and supervisors) were randomly surveyed across the various civil services in Nigeria using a stratified and purposive sampling technique. With the use of an online google form 416 questionnaires were retrieved and analysed using partial least squares (PLS). The results supported the predicted mediating role of emotional communication, and various ages among Gen Y have no differences within the studied relationships. The implication and limitations of these findings and directions for future research are further discussed to sustain the retention and work fulfilment of employees in the workplace