American Journal of Social Sciences and Humanities

Volume 4, Number 4 (2019) pp 581-591 doi 10.20448/801.44.581.591 | Research Articles


Empirical Investigation of the Relationship between Career Progression and Employee Turnover Intention

S. M Aguwamba 1B. A. Chukwu 2A. N. Ezeabogu 3
1 Department of Banking and Finance, School of Business and Management Studies, Igbinedion University, Okada, Edo State, Nigeria.
2 Department of Business Administration Igbinedion University Okada, Edo State, Nigeria.
3 Department of Management University of Nigeria, Enugu Campus, Nigeria.


This research investigated the relationship between career progression and employee turnover intention in food and Beverage Industry in Nigeria. Various Literature on career progression revealed that turnover intention is an inevitable outcome when career progression is treated with levity by management of organizations. Employees should be allowed to progress within their chosen career otherwise they will opt out of the organization. Employees should be given opportunity for career prospect. Workers will intend to leave when their ambition to move up the managerial hierarchy through hard work and display of intelligence is frustrated. Survey research method was used to collect primary data from 355 staff of sampled firm in Nigeria. The data for the study was analysed using simple regression and Pearson correlation. Simple regression and Pearson correlation was use to test the hypothesis. The empirical result from simple regression analysis showed that negative and significant relationship exist between career progression and turnover intention at 5% level of significance. Pearson correlation result for career progression and turnover intention (r= -0.395 < 0.05) indicated that negative association exists between career progression and turnover intentions. The negative coefficient means that decrease in career progression would lead to increase in turnover intention. The study recommend that management should encourage career progression of employees in organizations to enable them to be committed and loyal. Committed and loyal employee hardly leave the organization.


Turnover intention Labour turnover Employee retention Career opportunity Career prospect Advancement opportunity Staff motivation Employee Organization.


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