IIARD International Institute of Academic Research and Development

INTERNATIONAL JOURNAL OF SOCIAL SCIENCES AND MANAGEMENT RESEARCH (IJSSMR )

E-ISSN 2545-5303
P-ISSN 2695-2203
VOL. 11 NO. 2 2025
DOI: 10.56201/ijssmr.vol.11no2.2025.pg.132.161

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Employer Brand Image and Employee Turnover Intention in the Hospitality Industry in Delta State, Nigeria

Ogechukwu Bella AGUKE

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Abstract

This study examined the relationship between employer brand image and employee turnover intention. The study used a survey research design to look at the connection between employee turnover intention and employer brand image. Consequently, a total number of two hundred and seventeen (217) copies of questionnaire were administered to the respondents of the study, out of which two hundred and twelve (212) were retrieved and properly filled. The data generated from the study respondents were analyzed using descriptive statistics, and regression analysis. Pearson product moment correlation coefficient was used to establish the relationship between the study variables while simple linear regression analysis was used to establish the combined effect of the study variables. Finding of this study showed that there is a significantly negative relationship between compensation and employee turnover intention. It was also revealed that a negative but insignificant relationship exists between workplace environment and employee turnover intention. Furthermore, the relationship between career development opportunities was found to be insignificantly negative. Finally the findings also unveiled that insignificantly weak positive relationships exist between organizational integrity and employee turnover intention. On the basis of these findings, it was recommended that organizations typically in the hospitality industry should have a compensation policy and method that is fair enough and portrays equity in compensation. Management should also cultivate a brand image by striving to make workplace environment one that is favorable and conducive for workers to exert their skills and talents towards achieving organizational set goal. Moreover, There should be opportunities for employees to develop themselves whether through on the job or off the job training. Finally, organizations should practice high level of integrity especially as it gets t

keywords:

Employer Brand Image, Compensation, Workplace Environment, Career, Development Opportunities, Organizational Integrity, Employee Turnover Intention

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