This study was carried  out to  analysis the  impact  of labour  turnover on organizational productivity (N.N.P.C Ilorin)  organizations the  questionnaire , direct interview, text  books, and journals were  the basic  source off data collection, this  was statistically  treated  using the  simple percentage  one of the  major  caused  of turnover in the  organizational  productivity, on this  basis  management should  ensure  that all factors  that  can causes  job satisfactions  are put in palce to enhance  optimum productivity.  


Title page 




Chapter one: introduction

1.1 Background of study 

1.2 Problem   of the  study  

1.3 Objective  of the study  

1.4 Significance of study  

1.5 Scope of study 

1.6 Definition of terms  

CHAPTER TWO: Review of related literature

2.1 What is labour turnover 

2.2 Types of labour  turnover 

2.3 Factors  affecting  labour turnover 

2.4 Productivity  in an organization 

2.5 Developing employee interest  in higher  productivity  

2.6 Productivity  measurement of the significance 

2.7 Effect of labour  turnover in organization 

2.8 Supervisory behaviours  employee turnover  

2.9 Expectation of management toward  labour  turnover  

CHAPTER THREE: research methodology.

3.1 Population of the study 

3.2 Sample size  and sampling method  

3.3 Administration of  instrument  

3.4 Method  of data instrument 

3.5 Method of data analysis  

3.6 Validity  and reliability of the research  instrument  

3.7 Limitation of the study 

CHAPTER FOUR: interpretation and analysis.

4.1 introduction

4.2 Brief history of the case study

4.3Data presentation and analysis

4.4Data presentation

4.5Data analysis 


CHAPTERFIVE:Summary Conclusion and Recommendation 

5.1 Summary  

5.2 Conclusion 

5.3 Recommendation 




It has  become  more  generally acceptable   that structural arrangement  of resources  in an  organization  is composed of the  human and  materials  resource, this shows that the  management  of an organization is  not complete  without  any one  of the  two form effective  management  however, human resources  that are  under  study, will be  discussed in the  area of labour  turnover in an organization, this is  because  the constant exist of labour  in an  organization may jeopardize , his  operation  and  productivity, in the  light  of this  human resources  management  therefore  needed in an  organization.  

Labour turnover is an organization become deteriment to the organization.  It is  not  quickly  taken into consideration, this  is so  special  when the  organization does  not seek for  immediate replacement  of  competent  and  qualified  labour  turnover whenever ignor  poses a  barrier  to the progress at an organization, however the current  labour  turnover in an organization and industries  especially in Nigeria  is not  brought  about  by the  causes performances  to fall below  expectation. 

There   is an distribution in the  planning  and low  moral among  the rank and file  operational officers  with in  the organization.  

Labour  turnover especially if it  is that  of  chief executive  officers  is quite  detrimental  to the   concerned  organization  as poor  performance, low  productivity and  fall employment  morale  would  guise , this has an  adverse effect on he  progress of such organization.  

Furthermore  productivity itself cannot be  achieve  without  efficient labour , labour  in efficiency in the management  of labour, this itself  has been  as a result  of other variable  such as labour  turnover absenteeism work stoppage  such as  strike and lockalt, the  dissatisfied workers find  it difficult  to adjust  to rigid  requirement  of the  employed  “fourteen  out of  twenty six  studios found  out that  worker will positive  job attitude  showed  higher  productivity than those will  negative  attitude.  

Therefore , this  study is being  understanding  to analyze the various  variables, which could  lead to labour  turnover in an  organization and the effect of such leaving  an  productivity. 


The rate  at which  workers  are living  industries is  became  rampant, the management  also does not bother  to suspend  or  terminate  employee  due to  workers  attitude to work these  indifference  are usually, being  caused by the poor  human resource  management  because of existence  of had  management  and management  relationship.

Poor human resources  management  may manage where the elive to motivate  employee (motivation)  is lacking, these  how ever  will lead  to instability to labour  productivity  in Nigeria,  most  employee are such as  good  salary, promotion medical  working  job security  e.t.c are inadequate  or absent  and  absence  of these  usually result  is labour  turnover need to be  aforementioned  facts, labour  turnover need to be redressing  by paying  attention to  workers  needs  because  this will go a  long way to improve  productivity of the workers. 


The major  objective  of the  study  is to  analyzed the  effect of the  labour  turnover on organization al  productivity  other objective  of this  study  are as  follows: 

⦁ To identify  the causes and  effect of labour  turnover in an  organization, it is  pertinent  that every workers  that leaves the  organization has no in  other  reasons why they left and this  will actively have  effect on the whole  organization.  

⦁ To analyzed  the consequence  of labour  turnover on the  organizational  productivity  human  resources  is indispensable  in an  organization, they are  the one  that  will  put  material  resources  together  for desired output.   

⦁ To determine  the effect  of research  system on labour  turnover, this research will  show weather  invitation or reward  has  negative  or  positive  effect of  supervision  on labour  turnover the relationship between the supervision and  workers will be  used as a  major  tool in determing the  effectiveness of the  organization 


This study  is aimed at focusing  on the  effect  of labour  turnover on organizational  productivity  as a  result , the  study will be  important to  production  industries  particularly  (N.N.P.C) ilorin it  will be  of great  importance  to production industries  particularly those who want to know  to minimize labour  turnover in heir  organization, the  research work will be  useful to other  organization on how to  achieve  best  organizational productivity  and manage  human  resources  manger on how  to be  effective  in his  or her administration,  it will also  save as references to  industrial organization wishing  to improve the labour  productivity and reduce  their labour  turnover  so that the improved productivity of labour will serve as sign of development for the  organizational, alos not to lose  serv9ices of  their  valuable  and productive  workers the study could be  useful to all management  students to  these  issues  would  be great benefit. 


This study  is specially design to  critically  examine the effect  of labour  turnover, in organizational  productivity , however attempt  to cover all  organization  would  be  hectic in this  research and  unrealistic, hence, the research is  confined which  is nigerial national  petroleum corporation Iloin. The research  will basically shown that problems  facing  and  organization on labour  turnover  to the  organizational  productivity in production section to carryout  this research, the  key staff  of Nigeria questionnaire  that will be retrieved and analyzed for the  purpose of this  research work. 


a. Administration: - person who administer  also a  little  used for some  managerial position such as the  administration of a hospital.

b.Allocation:- a quality of a resource  allocated for  particular items  in speaking  about  money to  travel allocation would be an  amount  of money  set aside for travel.   

c. Appraise:- to assess the value  of a  proper , a  person, job  performance  or other items of s value .  

d. Bankrupt:- a legal  or  economic  term  that means  insolence, mobility to pay one’s  debt  

e. Budget:- An approve  so heme  that specifies how  much is to be  spent  on each category of expenditure  during  a given time  period, the scheme  is usually  complied in a  document  referred to as the budget.

f. Capital:- Wealth  that an  organization  posses  to employ  in achieving  it is  aim.  

g. Compensation:- That which is given in exchange  for work performed, compensation is usually money  but may  include  other them  such as privilege.  

h. Effectiveness:- The extent  to which  the design  result  is realized  frequently  compared  with  efficiency 

i. Employee Satisfaction:- the degree to which  employ needs are meet a relative  measure  

j. Hygiene Factors:-  a  construct in  here bergs theory of motivation, factor  that do not  motivate  positively but  that conclude  demotivate if handle  poorly

k. Labour Turnover:- this is the  measurement  of the  number of employees  leaving  a company, from record  the labour  turnover  can be  concluded  by dividing  either the total  separation  or the  total  replacement  by the  average  number of  working  force  and  expressions, the result as a  percentage.  

Measure of  turnover:-no of  employee that 

No of employee that left payroll X100 

Average  work force  at the period 

Management:- according  to henrry fayor (1916) management  is an

activity  that involves  co-ordination of all  the resources of an  organization through  the process of  planning  organization  directing  and controlling  in order to obtain  organization objective  effectively and efficiency. 

Organization:- It is a  rational  co-ordination  of all  activities  of a  number of people  for the  activities  of a  number  of people  for the achievement  of some  common  explicit purpose  or goal through  division of labour  and function through  the hierarchy of  authority  and responsibility. 

Productivity:- the rate  at which  employee  gives out  their  objective  of the organization can be  achieved 

Responsibility:- performance  areas in which  person  or ubi  is expected  to produce  results , wages  and salary  administration the business function that determine  wages and salary  rate and adjusts then  in  response to market  condition and changed  assignments. 




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