Influence of Religiosity on Turnover Intention: Empirical Evidence from Selected Employees in Lagos and Ogun States
This study examined the influence of employees’ religiosity on their turnover intentions. The ex-post facto research design and the convenient sampling technique were employed in this study. A hundred and forty-nine (149) employees in Lagos and Ogun States of Nigeria were sampled as the study participants. The participants were between the ages of 18 and 56 years; with forty-three percent (43%) as males and fifty-seven percent (57%) as females. Three hypotheses were raised and tested. The result revealed a significant negative relationship between intrinsic religiosity and turnover intention (r= -.233, p<0.01) and a significant positive relationship between extrinsic religiosity and turnover intention (r=.256, p<0.01). Although the result revealed that intrinsic and extrinsic religiosity jointly influenced turnover intentions (R2= .118, F (2,123) = 8.250, p<.01), intrinsic religiosity dimension was found to contribute negatively to employees’ turnover intentions (β= -.233 p<.01) while extrinsic religiosity was found to contribute positively to turnover intentions (β= .253, p<0.01). This study concluded that religiosity influences employees’ turnover intentions; it further asserts that intrinsically religious employees would experience reduced turnover intention, while extrinsically religious employees would experience increased turnover intentions. To this end, it was recommended that intrinsic religiosity should be encouraged in the work milieu within the limits of acceptable work ethics.
Keywords: Intrinsic Religiosity, Extrinsic Religiosity, Turnover Intention, Lagos, Ogun