Human Resource Management Practices and Employees’ Turnover Intention in Public Secondary Schools in Adamawa State-Nigeria

Abstract

Employees are the most important resources for an organization. Their importance is not only the demand to focus on the excellent ones but also the ability to maintain them for the long term. The objective of this study was to examine the effect of Human Resource Management (HRM) Practices on employees’ turnover intention in public secondary schools in Adamawa State. The survey research design was employed for the study and a total of 180 respondents were sampled using a structured questionnaire. Data were analyzed using multiple regression. The results reveal that Recruitment and Selection (RS) has negative and significant effect on employees’ turnover while Employees Training and Development (EDT) has positive and significant effect on employees’ turnover. Performance Management (PM) and Employee Safety, Health and Welfare (ESHW) has positive and no significant effect on employees’ turnover. However, Compensation and Reward System (CRS) has negative and no significant effect on employees’ turnover. It was concluded that human resource management practice influences employee turnover intention in public secondary schools. It is recommended that Adamawa state Ministry of Education should enhance Employees Training and Development (EDT), Recruitment and Selection (RS) and Employee's Security, Safety, and Welfare (ESHW) to minimize employee intention to leave.