Career Shocks and Voluntary Turnover Intentions in Nigeria: Do They Matter for Public Sector Employees?

The study investigated the effect of career shocks on voluntary turnover intentions among employees in Nigeria. The study used two (2) dimensions of voluntary turnover intentions (organizational commitment and job satisfaction) and three (3) dimensions of career shocks (valence, frequency and intensity of shocks). The dependent variable is voluntary turnover intentions while the independent variable is career shock. Using survey design, questionnaire was administered to 395 respondents out of which 377 copies were fully retrieved. The data obtained in the survey were analyzed using descriptive (simple percentages, frequency count, mean, standard deviation, minimum value, maximum value, kurtosis, skewness & Pearson correlation); diagnostic (variance inflation factor) and inferential (multiple regression) statistical tools. Findings indicated career shocks have significant effect on job satisfaction (Model Chi2(3) =99.69; Prob. = 0.000<0.05) and organizational commitment (Model Chi2(3) = 46.01; Prob. = 0.000 < 0.05). The study concludes that career shocks significantly affect job satisfaction and organizational commitment and hence matter for public sector employees in Nigeria. Based on the results, the study recommends that organizations should establish support programmes like counselling mentoring/career coaching to help employees navigate unexpected career shocks. Also, there is need for public sector organizations should maintain open channels of communication to reduce uncertainty and stress during shocks. In addition, there is the need for Nigeria public sector to develop initiatives that reinforces employees ‘connection to the organization like team-building, recognition programmes and retention strategies specifically aimed at employees who have experienced career shocks to reduce turnover should be implemented.