Influence of Organizational Policy and Employees Retention in TelecommunicationsIndustry, Lagos State
DOI:
https://doi.org/10.69996/ijari.2023004Keywords:
Workforce Management, Telecommunications Industry Employee Retention, Workplace Longevity, Organisational PolicyAbstract
This research looked at the telecom sector in Lagos State to see how company policy affected staff retention rates. A descriptive survey research strategy was used in the study. Using a combination of convenience and purposeful sampling methods, 71 human resources practitioners were chosen for the study. Their expertise in the field and availability made them ideal candidates to answer the research questions. Both the face and content validity of the survey items were checked. Internal consistency and good reliability were demonstrated by the Cronbach Alpha Coefficient r-value of = 0.81 following the pilot study. In Lagos State's telecom sector, organizational policy had a notable impact on staff retention, and policy implementation in turn affected staff retention. There was a highly significant positive correlation between the two variables (r = 0.609, p = 0.00) according to the study. According to the regression ANOVA results (F (3, 68) = 28.10, P < 0.05), there is a 67% connection between the independent variable and employee retention, as indicated by the multiple correlation coefficients (R). Based on the organizational structure, the availability of the HR Handbook and Policy, the practice of the tradition and culture of innovation, employee engagement, and service delivery, it is clear that organizational culture and policy are present in the telecommunications industry, Lagos State. In Lagos State's telecom sector, there was a robust positive relationship between organizational policy and staff retention. Institutionalizing capacity development programs that align with the National Policy for the Promotion of Indigenous Content in the Nigerian Telecommunications Sector is recommended by the study. This will ensure that Nigerians are capacitated, that the minimum Expatriate Quota is met, and that the succession plan is implemented in the industry. Nigeria needs a specialized national university for the telecoms industry if it wants to develop its workforce and keep its employees, since the sector is crucial to the country's goal of becoming a digital economy and the sector relies on a steady supply of qualified workers.
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