Al-Hikmah University Journal

This study was carried out mainly on work exhaustion, organisational culture and occupational health and safety management as determinants of turnover intention among lecturers in Nigerian Universities. A descriptive research design of correlation type was adopted for this study and the sample was selected using a multi-stage sampling procedure. The study adopted a simple random sampling technique to select 3,000 participants within the selected Federal and State Universities. A stratified random sampling technique was adopted in selecting lecturers from faculties and colleges. Researcher structured Turnover Intention Scale (r = 0.76), an adapted Organisational Factors Scale with three sub-scales: Work Exhaustion (r = 0.72), Organisational Culture (r = 0.79) and Occupational Health and Safety Management (r = 0.83) were used for data collection. Data collected from the questionnaire administration was properly computed in the Statistical Package of Social Science (SPSS) and analysed using mean and standard deviation (SD) used in answering the research question and the decision rule was based on an average mean of 2.50. Therefore any item with the mean of 2.50 and above was considered high while any item below 2.50 is considered low. Regression analysis for research hypotheses one to three and multiple regression analysis for research hypothesis four at 0.05 alpha level of significance. With an average mean of 2.12, the findings of the study suggest that there is a low rate of turnover intention among lecturers in Nigerian Universities. Work exhaustion (β = -.112), organisational culture (β = .200) and occupational health and safety management (β = -.104) contribute to turnover intention among lecturers. It was also found that work exhaustion (β = -.063), organisational culture (β = .238) and occupational health and safety management (β = .078) jointly contribute to the turnover intention of lecturers in Nigerian Universities. It was therefore recommended that university management should provide incentives to retain their lecturers to keep the standard of the institution intact. Furthermore, educational policy-makers are encouraged to improve welfare packages such as remuneration, allowances, and office and classroom conduciveness.