Implications of decision making process on agricultural employees’ turnover in institute of agricultural research and training Ibadan, Oyo state, Nigeria

Abstract

This study was designed to determine the implications of decision making process on employees’ turnover in the Institute of Agricultural Research and Training Ibadan, Oyo State, Nigeria. Simple random sampling technique was used to select 73 respondents from the study area with the use of a well-structured questionnaire. Data were collected primarily and were analyzed using descriptive and inferential statistical tools. Results showed the mean ages of employees to be 31 years, majority (56.9%) of them were male (48.6%) had B.Sc. as their educational qualification and 66.7% were married. The mean years of experience was 5 years and 59.7% were Christians. More so, decision was easier based on employee’s opinions (? = 3.65), decisions are made by a set of people in the organization (? = 3.28) and important suggestions are neglected by supervisors (? = 2.61). Hierarchical decision making process (59.7%) was the major type identified. Furthermore, work life imbalance (? = 3.32), cost of training and recruitment (? = 3.18) and lack of growth opportunity (? = 3.10) are causes of employee turnover. Conflict (? = 2.38), unfavourable decision making process (? = 2.13) and job insecurity (? = 2.22) were major challenges affecting decision making process. The results also shows that level of decision making process with coefficient value of (0.476), age (−0.079), sex (−0.014), rank (−0.228), income (0.145) and challenges (−0.021) were variable influencing employee’s turnover. This study concluded that employees’ participation in decision making process will reduce employees’ turnover. Growth opportunity in terms of training is highly recommended.           

Key words: implication, decision making, process, agricultural employees, turnover and research institute