Job Satisfaction and Employee Turnover in Industrial Organizations in Nigeria

Employee turnover remains a persistent challenge for Nigerian industrial organizations, often resulting in significant operational disruptions and financial losses. This study investigates the specific dimensions of job satisfaction that most significantly predict employee turnover, with the aim of identifying key drivers of retention and organizational stability in major industrial sectors (health, manufacturing, education, hospitality, real estate, and banking). Anchored in established theories such as Herzberg’s two-factor theory and Adams's Equity Theory, the study explores both intrinsic and extrinsic factors including task significance, managerial recognition, compensation, and career advancement opportunities and how these interact to influence employee decisions to stay or leave. Drawing from empirical insights and contemporary scholarship, the research underscores the complex and subjective nature of job satisfaction, showing its strong correlation with turnover behavior. Through this exploration, the study contributes to the existing body of knowledge by offering a nuanced understanding of the satisfaction-turnover nexus and recommending targeted interventions for human resource professionals and policymakers. Ultimately, the findings are expected to inform strategic workforce planning, enhance job satisfaction, and reduce attrition rates in Nigeria’s industrial organizations.