Perception of Fair Interpersonal Treatment as a Determinant of Turnover Intention of Professional Drivers in Nigerian Banking Industry
Literature is replete with report of the interaction between poor working conditions and intentions to leave the organisation. The relationship between perception of fair interpersonal treatment and turnover intention of professional drivers engaged to drive members of the management cadre of formal organisations is scarce. This study investigated 130 professional drivers employed by four organisations in the banking industry in Lagos, Nigeria. One hundred and three (103; 79.2%) were married men and twenty-seven (27; 20.8%) were singles. Their ages ranged from 25 years to 49 years old with a mean age of 43.33 years. The participants had various educational attainment thus; NCE-OND 27(20.8%); HND-BSC 58.5(8.5); and others 20.8(20.8%). The professional experience of the participants indicated that those that have worked for 4-7years 76(58%), 8-11 years 27(20.8%), 12 years 27(20.8%) years. The result revealed that there was a significant positive correlation between drivers’ perception of fair interpersonal treatment and turnover intention (r = .428**). Regression model indicated that percieved fair of interpersonal treatment acounted for about 18.3% of the observed variance in drivers turnover turnover intention (R2 = .183; Fratio = 28.738; p<.01). The finding of this study has practical implications for human resource departments of organization as well as all employees