Influence Of Organisational Culture And Alienation On Employees' Turnover Intention In Ogun-Osun River Basin Development Authority (O-ORBDA) Abeokuta, Ogun State, Nigeria

Abstract

The study investigated the influence of organizational culture and alienation on employees' turnover intention, in Ogun-Osun River Basin Development Authority (O-ORBDA), Abeokuta, Ogun State, Nigeria". Identified the Socio-economic characteristics the organizational culture, the perception of respondents on organizational alienation and the employees' turnover intention in the study organization. Data was collected using structured questionnaire from 113 respondents from a total of 220 employees. Results were analyzed using both descriptive and inferential statistics. Majority (61.9%) of the respondents were 40years and below, 58.4% were male, 68.1% were married, 66.4% were BSc. Holder, 79.7% have below 16years of work experience, 54.9% belonged to the senior rank, 65.5% received monthly salary of ₦150,000 and below. Among the various organizational culture, diversity and inclusion (x̅=2.98) and risk-taking and innovation (x̅=2.92) were rated high. Respondents had high (92%) level of organizational alienation as they feel excluded from important decisions (x̅=4.79) and do not have clear sense of purpose in their job” (x̅= 4.49). Also, majority (80.5%) of the respondents exhibit high turnover intentions as there is lack of alignment between their personal values and organizational culture (x̅=4.18) and believe that other organizations might offer a culture more aligned with their preferences (x̅= 4.12). Chi-square analysis showed significant (p<0.05) relationship between organisational culture (r=-0.24), organizational alienation(r=0.19) and turnover intention.

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