Shall I Stay or Shall I Go?

Examining the Influence of Pay Satisfaction and Workplace Environment on Turnover Intention among Employees of Humanitarian Organizations in the North East-Nigeria

Abstract

Reports of employees of humanitarian organizations seeking alternative employment have raised concerns about turnover intention in the sector. This study examined the influence of pay satisfaction and workplace environment on turnover intention among employees of humanitarian organizations in Maiduguri, Nigeria. A cross-sectional survey design was adopted, and 132 employees were randomly selected from four humanitarian organizations. The participants consisted of 96 (72.7%) males and 36 (27.3%) females aged between 20 and 50 years. Data were collected using the Pay Satisfaction Questionnaire (PSQ), the Working Environment Scale (WES), and the Turnover Intention Scale (TIS). Data were analyzed using Standard Multiple Regression analysis. The results indicated that pay satisfaction significantly predicted turnover intention among employees (β =.144, t= 1.66, P<.001). Workplace environment also showed a significant positive influence on turnover intention(β=.362, t = 4.42, P<.001). Furthermore, the joint contribution of pay satisfaction and workplace environment significantly predicted turnover intention among employees of humanitarian organizations[R2=.528, F (3,128) = 47.736, P<.05]. Based on these findings, it is recommended that humanitarian organizations implement policies that improve employees’ pay satisfaction and workplace conditions in order to reduce turnover intention and enhance organizational effectiveness.