TURNOVER INTENTION FACTORS AND JOB COMMITMENT OF PUBLIC SECONDARY SCHOOL TEACHERS IN OYO STATE, NIGERIA

Abstract

The study investigated the influence of turnover intention on the job commitment of public secondary school teachers in Oyo State. A descriptive research design was used to guide the study, the population consists of 11,732 teachers in public secondary schools in Oyo state, and a multi stage sampling procedure was used to obtain Two Thousand Seven Hundred and Twenty Six (2,276) respondents. To answer research questions, descriptive statistics such as percentage, mean, and frequency were used, while inferential statistics such as multiple regression analysis (ANOVA) was used to test the hypotheses. The findings revealed that the level of intention to leave among public secondary school teachers is low. Furthermore, the combined influence of organizational commitment and public secondary school teachers turnover intention on job commitment in Oyo State was found to be significant at (Adj. R2 = 0.422) and (F = 94.356; P 0.05). Teacher workload (=1.942, t = 9.714, p 0.05) was found to contribute the most to job commitment when considered separately, while Teacher Autonomy (= 1.209, t = 9.714, p 0.05), Promotional Prospect ( =0.654, t = 15.993, p 0.05), Affective Organizational Commitment (=0.252, t=9.020, p 0.05), Normative Organizational Commitment (= 0.145, t = 5.134, p ˂ 0.05) and Continuance Organizational Commitment (β = 0.039,t =2.139, p ˂0.05) contributes respectively. Based on this, it was suggested that
proper motivation, a good leadership style, and an enabling environment be created to foster teaching and learning as well as good societal recognition of the teaching profession, and that the state's top priority should be the regular and consistent promotion of teachers The study investigated the influence of turnover intention on the job commitment of public secondary school teachers in Oyo State. A descriptive research design was used to guide the study, the population consists of 11,732 teachers in public secondary schools in Oyo state, and a multi stage sampling procedure was used to obtain Two Thousand Seven Hundred and Twenty Six (2,276) respondents. To answer research questions, descriptive statistics such as percentage, mean, and frequency were used, while inferential statistics such as multiple regression analysis (ANOVA) was used to test the hypotheses. The findings revealed that the level of intention to leave among public secondary school teachers is low. Furthermore, the combined influence of organizational commitment and public secondary school teachers turnover intention on job commitment in Oyo State was found to be significant at (Adj. R2 =0.422) and (F = 94.356; P 0.05). Teacher workload (=1.942, t = 9.714, p 0.05) was found to contribute the most to job commitment when considered separately, while Teacher Autonomy (= 1.209, t = 9.714, p 0.05), Promotional Prospect ( =0.654, t = 15.993, p 0.05), Affective Organizational Commitment (=0.252, t=9.020, p 0.05), Normative Organizational Commitment (= 0.145, t = 5.134, p ˂ 0.05) and Continuance Organizational Commitment (β = 0.039,t =2.139, p ˂0.05) contributes respectively. Based on this, it was suggested that
proper motivation, a good leadership style, and an enabling environment be created to foster teaching and learning as well as good societal recognition of the teaching profession, and that the state's top priority should be the regular and consistent promotion of teachers