Examining the Interplay between Job Satisfaction, Organizational Commitment, and Employee Turnover at Unilever Corporation in Nigeria

Abstract

Employee turnover has emerged as a crucial metric for organizational performance, prompting leaders to devise strategies for retaining valuable talent. Philosophers have long contemplated the relationship between individuals and their work, recognizing its profound impact on social identity and cohesion. A content employee is inclined to fulfill their duties diligently and exhibit commitment to both their role and organization. This paper investigates the nexus between job satisfaction, organizational commitment, and turnover intentions among employees at Unilever Corporation in Nigeria. Data was collected from 117 current employees of Unilever Nigeria PLC via survey questionnaires. Pearson Correlation and multiple regression analysis using SPSS version 22.0 were employed for data analysis. Results indicate significant negative correlations between job satisfaction, organizational commitment, and turnover intentions, with organizational commitment exerting a stronger influence on turnover intentions than job satisfaction. Implications, recommendations, and theoretical implications are discussed in light of these findings.