Politics of Labour Turnover and Employee Retention in the Nigerian Public Health Sector: Evidence from Kwara State

Abstract

This study examined the politics of labour turnover and employee retention in public hospitals in Kwara State, Nigeria. The study relied on political patronage theory and adopted a mixedmethods survey design. The study population comprised 332 personnel drawn from Kwara State Teaching Hospitals, while a sample size of 178 respondents was determined using Krejcie and Morgan's (1970) formula. Out of the 178 questionnaires administered, 161 were retrieved and analyzed using the Statistical Package for the Social Sciences (SPSS) version 25. Data were collected using a structured questionnaire based on a five-point Likert scale and complemented with key informant interviews. The findings revealed that political interference significantly influences recruitment and promotion processes, although promotion practices were perceived to be relatively more merit-based than recruitment due to the specialized nature of healthcare services. The study further found that government retention policies are largely shaped by political considerations rather than workforce needs, resulting in inequitable personnel management, weakened institutional effectiveness, and increased labour turnover. Frequent political transitions disrupt policy continuity, while political patronage in appointments and retention decisions undermines professional autonomy, employee morale, and organizational commitment. The study recommends that recruitment and promotion processes be based on merit, competence, and professional qualifications through transparent and accountable personnel management systems. The study also advocates institutional reforms to reduce political interference, strengthen legislative oversight, and revitalize labour unions to safeguard workers' welfare and promote industrial harmony in the health sector