Effect of Job Satisfaction and Employee Commitment on Turnover Intention in Federal Polytechnic, Mubi, Adamawa State, Nigeria

This study examined the effect of job satisfaction and employee commitment on turnover intention among staff of Federal Polytechnic, Mubi, Adamawa State, Nigeria. Specifically, the study investigated the influence of job security, work-life balance, behavioral commitment, and relational commitment on employees’ intention to leave the organization. A descriptive research design was adopted to determine the nature and strength of relationships among the variables without manipulation. The population of the study comprised 2,331 academic and non-academic staff, from which a sample size of 377 respondents was derived using Taro Yamane’s formula, with an additional 10% to account for non-response. Simple random sampling technique was employed to ensure equal representation. Primary data were collected through structured questionnaires using a five-point Likert scale. The instrument’s validity was established through expert review, while reliability was confirmed using Cronbach’s Alpha coefficients ranging from 0.830 to 0.909, with an overall reliability of 0.894, indicating high internal consistency. Data were analyzed using descriptive statistics and multiple regression analysis with the aid of SPSS version 21. The findings revealed that job security has a positive and significant effect on turnover intention (β = 0.425, p < 0.05). Work-life balance emerged as the most influential factor (β = 0.903, p < 0.05), indicating that employees with better balance between work and personal life are less likely to leave. Behavioral commitment (β = 0.651, p < 0.05) and relational commitment (β = 0.651, p < 0.05) were also found to significantly reduce turnover intention. The study concluded that job satisfaction and employee commitment are critical determinants of turnover intention. It recommended that management should enhance job security, promote work-life balance, encourage employee engagement, and foster strong interpersonal relationships to reduce turnover intention and improve organizational stability.