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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