DETERMINANTS OF EMPLOYEE TURNOVER IN THE NIGERIAN PUBLIC SECTOR: THE ROLES OF JOB SATISFACTION, JOB SECURITY, AND PROMOTION OPPORTUNITIES

Employee turnover continues to pose a serious challenge to organizational success, especially in developing economies where keeping skilled workers is essential for long-term competitiveness. This study explores how job satisfaction, job security, and promotion opportunities affect turnover among employees in Nigeria. Data were gathered through surveys of 140 respondents across different organizational levels, with descriptive and correlation analyses used to assess the connections between the variables. The results show that employees who are satisfied with their jobs, feel secure in their roles, and perceive fair promotion opportunities are less likely to consider leaving. On the other hand, dissatisfaction with pay, delayed promotions, and perceptions of unfair treatment increase the chances of turnover. These findings emphasize the role of both intrinsic and extrinsic factors in retaining employees. Based on the results, the study recommends that organizations adopt targeted retention strategies that prioritize fair compensation, clear career growth paths, and stronger job security measures. It also suggests that future studies should investigate how leadership style and organizational culture may shape turnover outcomes.