Work Life Balance, Reward System, Organisational Justice and Turnover Intention of Librarians in South-West, Nigeria

Abstract

Turnover intention among librarians is on the high side and poses significant challenges such as loss of experienced staff, disruptions in library services and increased costs of recruitment and training. The study investigated the influence of work-life balance, reward systems and organizational justice on turnover intention. Survey research design was adopted in this study. Population for the study comprised 412 librarians from universities across South-West, Nigeria. A sample size of 205 was determined using Yamane’s formula. Proportionate sampling technique was used to select the librarians. A structured and validated questionnaire was used for data collection with 97% response rate. Data were analysed using descriptive and inferential statistics. Findings of the study revealed that work-life balance (R² = 0.451; β = 0.593, t = 3.500, p < 0.05), reward system (R² = 0.388; β = 0.377, t = 4.442, p < 0.05) and organizational justice (R² = 0.510; β = 0.314, t = 4.058, p < 0.05)  had a significant and joint influence on turnover intentions of librarians in universities in South-West, Nigeria (Adj.R² = 0.427, F(2, 195) = 166.541, p  0.05). The study concluded that work-life balance, reward system and organisational justice contributed to turnover intention of librarians in universities in South-West, Nigeria. It recommended that library and university administrators should formulate and implement policies to improve work-life balance, reward system and sustain organizational justice, in order to minimize turnover intention.