Nigerian Journal of Social Psychology

Perception of Fair Interpersonal Treatment as a Determinant of Turnover Intention of Professional Drivers in Nigerian Banking Industry

2025-05-25T20:05:55+00:00

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

A Comparative Study of the Relationship between Risk-Taking Behaviours, Attitudes towards Cybercrimes and Traditional Crimes among Young Adults

2025-05-25T20:05:55+00:00

The study examined the relationship between risk-taking behaviours, attitudes towards cybercrimes and traditional crimes among young adults. A total of 332 participants weresampled and were administered the test instruments. The instruments were a Self-developed questionnaire that assesses the participant risk-taking behaviour activities while online and offline using the Risk-taking behaviour scale as well as measure attitude and perception of young adults towards engaging in cybercrime activities. The result also reveals that risk-taking behaviour, cybercrime and traditional crimes were significantly and positively correlated (r = .237, p<.001) and (r = .638, p<.001) respectively. Secondly, it was found that risk-taking behaviour significantly predicts cybercrime among young adults given that (B =.237, p<.001), Thirdly, result of the study revealed that risk-taking behaviour did not significantly predict traditional crimes given the Beta and P value scores to be (B =.098, p<.001). It is recommended that awareness campaigns aimed at educating young adults about the risks linked to both cybercrime and traditional crimes be launched at various levels starting from the local government to state levels

Estimating the Determinants of Labour Turnover Intention among Employees in the Hospitality Industry in Abakaliki Metropolis, Ebonyi State, Nigeria, using Logistic Regression

2025-06-01T14:19:19+00:00

High labour turnover has serious implications for the stability of organisations hence, this study investigated the determinants of turnover intention of employees of the hospitality industry in Abakaliki metropolis, Ebonyi State, Nigeria. The study's objectives were to determine the marginal effects of wage differentials, work-time flexibility, and training and development on labour turnover intention of employees in the area. Data were obtained from 306 employees in the industry and analysed using logistic regression (logit). The study found that employees who felt their wage was at par with other firms in the industry had 10% less chances of turning over, whereas those who felt otherwise were 4.5% more likely to quit; that employees who disagreed that their employers offered flexible work schedule were 8.95% more likely to turn over, whereas those that strongly agreed had lower probability (0.1%) of turning over; and that employees who agreed that their employers had provided training and development had up to 8% less chances of turning over compared to those who had received no such opportunities with 6% more chances of turning over. The study concludes that financial factors such as wage, and non-financial factors, such as flexible work schedules and training and development, are strong determinants of labour turnover in the hospitality industry in Ebonyi State. Managers of hospitality businesses in Ebonyi State should offer adequate wages commensurate with their competitors, and offer flexible work schedules to curb employee turnover.