INDUSTRIAL RELATIONS PRACTICES AND LABOUR TURNOVER IN FEDERAL MEDICAL CENTRES (FMCs) IN OWO

Authors: Olorunfemi Ifedayo Ade, Adedoyin Isaac Salami, PhD, Adeyefa, Oluwafemi Princewill, PhD & Aderotimi Bankole, PhD

ABSTRACT

This study examined the effect of industrial relations practices on labour turnover in Federal Medical Centres (FMCs) in Nigeria. Using a descriptive research design, data were collected from 427 staff across three FMCs through self-administered questionnaires and interviews. Descriptive statistics summarized demographic characteristics, while multiple regression analysis assessed the influence of industrial relations practices on labour turnover. Results indicate that organizational culture, collective bargaining, employee disengagement, and employment practices significantly contribute to labour turnover, with collective bargaining emerging as the strongest predictor (β = 0.267). Effective communication, although positively related to turnover, was not statistically significant. Findings suggest that current industrial relations mechanisms, intended to enhance workforce stability, may inadvertently fuel dissatisfaction and attrition. The study recommends reforming collective bargaining processes, improving employment practices, and strengthening two-way communication systems to foster fair, transparent, and inclusive industrial relations that promote retention.

Keywords: Turnover, Organizational Culture, Disengagement, Employment Practices, Industrial relation

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