The effects of organisational factors on turnover intention among nurses of Federal Medical Centre in Nigeria

Prior research has indicated that employee’s turnover detrimental to both individuals and organisational. Because a turnover intention in the workplace is detrimental, Several Factors have been suggested to better understand the reason why employees may decide to quit/ leave their organisations. Some of the organisational related factors that have been considered by previous research include perceived organisational Justice, job satisfaction, Perceived psychological contract breach, and perceived organisational support among others. Despite these empirical studies, literatures indicate the need for further investigation on health sector using the perceived organisational politic, organisational trust, Human resource practice (HRM) on turnover intention. Hence the present study fill study gap perceived organisational politic, workplace trust, Human resource practice (HRM) on turnover intention among Registered Nurses in Nigeria hospital specifically Federal medical Centre (FMC) Azare, using multiple regression analysis techniques. One hundred and five registered nurses participated in the study. Result indicated that perceived organisational politic and career Growth were positively and significantly related to turnover intentions while interpersonal trust indicated a negatively and significantly related to turnover, but organisation trust and compensation practices were not supported, lastly, training and development supported but indicated a positive result turnover. The theoretical and practical implications of the results are discussed