The impact of rewards and perceived organisational support on employee retention : $b a case study of first aluminium of Nigeria PLC

Abstract

This study investigates the influence of both total rewards and perceived organisational support on employee retention. The study was carried out in Nigeria. The objectives of the study were: to identify the impact of rewards and perceived organisational support on employees’ retention, to assess if age, gender, race, qualification, job level and years of service influence reward preferences, to assess the relationship between an employee’s rewards preferences and perceived organisational support, to investigate the perceived level of organisational support amongst employees at First Aluminium of Nigeria Plc and establishes the preferential influence of rewards on employees retention. This study examined and determined the rewards that are currently being used by First Aluminium of Nigeria (FAN) and investigate the most important rewarding factors that are aimed at retaining employees in its subsidiary company of FAN in another part of Nigeria. This study also investigates the perceived level of organisational support amongst employees and identifies the relationship between employee’s rewards preferences and perceived organisational support. This study was conducted at First Aluminium of Nigeria Plc using a quantitative research approach. The sample size of the study was 270 workers within the FAN Organisation. The study used questionnaire used questionnaire for the collection of data and Statistical Package for Social Sciences (SPSS) was used to analyse the data while tables and figures were used to present data. Arising from the empirical findings and comparison with the theoretical framework discussion on the differences and similarities is made. Therefore, recommendations and conclusion were made for future researchers.