Date
10-16-2025
Department
Graduate School of Business
Degree
Doctor of Philosophy in Organization and Management (PhD)
Chair
Curtis Brandt Smith
Keywords
Turnover intentions, retention, strategies, organizational performance
Disciplines
Business
Recommended Citation
Odigie, Abumenre Omonkhegbe, "Employee Turnover Intentions in Nigeria's Oil And Gas Service Industry: The Role of Retention Strategies" (2025). Doctoral Dissertations and Projects. 7546.
https://digitalcommons.liberty.edu/doctoral/7546
Abstract
This qualitative multiple case study explored employee turnover intentions in the Nigerian oil and gas service industry. The study focused on exploring and understanding the reasons behind employee turnover intentions in the Nigerian oil and gas service industry, which leads to high turnover rates. It examined the retention strategies adopted by organizational leaders to curb this trend and the related impact on organizational outcomes. Current business practices are centered on achieving organizational stability, which has been plagued by high employee turnover rates, raising concerns for organizational leadership that has invested heavily in its organization. A flexible design, multiple case study was selected to thoroughly explore this problem. The study collected data through semi-structured one-on-one interviews with 26 leaders across eight organizations, representing the primary population of this study. Findings revealed that a significant number of participants have experienced severe turnover over the last 5 years, which has impacted their organizational outcomes. Key findings revealed several factors contributing to employee turnover intentions, as well as the retention strategies that organizational leaders must develop and implement to address these intentions. The findings suggest actionable areas for organizational leaders required to effectively address these concerns, thereby reducing employee turnover intentions. The suggested actionable areas are the development and implementation of retention strategies related to competitive compensation and benefits, work-life balance and flexibility, talent management, employee engagement, organizational culture, leadership and management, and career development and advancement.
