The relationship among job satisfaction, organizational commitment and employees turnover intentions at Unilever Corporation

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders seek better ways to retain valuable employees. The purpose of this study is to examine relationship among job satisfaction, organizational commitment and employee’s turnover intentions at Unilever Corporation in Nigeria. The data for this study were collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the linear regression analyses techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dominant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications and recommendations to practice and theory were discussed

The relationship among job satisfaction, oreganizational commitiment and employees’ turnover at unilever corporation in Nigeria

Employee turnover has become a key performance indicator for many organizations as they struggle to retain talented employees. The negative impact of turnover on organizational performance has continually forced organizational leaders to seek better ways of retaining valuable employees. The relationship between man and work has always attracted the attention of philosophers. A major part of men’s life is spent at work. Work is social reality and social expectation to which men seem to conform. It not only provides status to the individual but also binds him to the society. An employee who is satisfied with his job would perform his duties well and be committed to his job, and subsequently to his organization. This paper examines relationship among job satisfaction, organizational commitment and employees’ turnover intentions at Unilever Corporation in Nigeria. The data for this study was collected from 117 employees currently working at Unilever Nigeria PLC using the survey method via the questionnaire. Pearson Correlation and the multiple regression analysis techniques using the SPSS version 22.0 was used for the data analysis. The findings of the study revealed that both job satisfaction and organizational commitment have significant negative relationship with employee turnover intentions. In addition, organizational commitment was revealed to have a more dorminant influence on employee turnover intentions than job satisfaction. Based on these findings, the implications, recommendations, practice, and theory were discussed

Moderating relationship of organizational culture between quality of work life and employee engagement

The study of organizational culture, quality of work-life and employee engagement are important in constructing management tools used as the most powerful and stable management dependable operating construct in organizations. The objective of this study is to develop a construct model of management, turning organizational culture, quality of work-life and employee engagement as a single system. These three variables have attracted theories that spring up human development and innovation. A different theory with a different concept, social exchange theory connected to a variety of processes of organizational success on employee engagement. An organizational culture fosters the quality of work-life and employee engagement within an organization. While the quality of "work-life" nurture employee engagement. However, it becomes highly difficult for management to exist without these three constructs as a model. The culture of an organisation plays a vital role for managers facing challenges to be guarded and acquire knowledge regards to vision, goal, mission and objective attached to the organization for the solution. In today, management systems it quite difficult for organization succeed without combine right variable as a single construct. This is to moderate balance between employee and employer. Organizations culture, quality of work-life and employee engagement have been tailored contributing to the greater influence of dynamic changes in a gradually, global marketplace. An appropriate construct of organizational culture will contribute to supporting employee engagement and the quality of work-life relationship. The result of this construct will be contributing, rewarding to management in solving and balancing employee and employer issues