Key Determinants Influencing Workforce Mobility among Educators in Private Secondary Schools in Amuwo-Odofin

This study examined the key determinants that precipitated workforce mobility in Amuwo-Odofin. Certain factors influence teachers' work behavior and career goals, shaping their decisions to remain in or leave an organization. It sought to uncover the main reasons behind teachers' decisions to leave their jobs by analyzing demographic and socio-economic factors such as age, gender, marital status, education level, years of experience, and other individual circumstances. The study is anchored on Adam Smith’s Equity Theory to provide explanations on the study. Amuwo-Odofin was the study location while 200 copies of questionnaire were administered on teachers in private secondary schools. The research utilized a quantitative approach and collects data through a structured questionnaire to comprehensively analyze how these factors relate to workforce mobility intentions. The findings reveal that multiple factors contribute to workforce mobility. Age has a moderate influence, with 40.5% of respondents considering it as such. Interestingly, gender was not seen as a primary factor, with 56% of participants assigning it no value in influencing workforce mobility. Marital status, education level, and years of experience were found to be significant determinants, each with varying impact on workforce mobility rates. Additionally, opportunities for further studies and the current job location were identified as critical considerations, with 43% and 48.5% of respondents respectively rating them as having moderate to great value. The study also addresses external determinants, such as time allocated for religious activities and social functions, which received mixed responses but were recognized as potential influences workforce mobility. The research showed the multifaceted nature of workforce mobility among private secondary school teachers, providing valuable insights into the determinants that shape their career decisions and laying the groundwork for targeted retention strategies. The study posits that there is a significant impact of determinants influencing workforce mobility among private secondary school teachers in Amuwo-Odofin. Considering the substantial determinants influencing workforce mobility among private secondary school teachers, it is therefore recommended that private secondary school management in Amuwo-Odofin adopts a more individualized approach to talent management.