Determinants of turnover intention and organisational politics in selected Engineering company in the Niger Delta Region of Nigeria

The goal of this research is to examine how organizational politics affect turnover intentions in the studied organizations. Three (3) antecedents of organizational politics (favoritism, pay and promotion, and scarcity of resources) were examined to find out their effect on employee turnover intention. The data for this study was obtained using a questionnaire where a sample of 146 employees was chosen from a population of 231 using Taro Yemani's formula. In evaluating the three-study hypothesis, analysis was done using descriptive statistics, cross-tabulation, and multiple regression analysis. In some of the study organizations, organizational politics was found to have a considerable impact on employee turnover intention with an ANOVA F-value of 15.10 which is greater than the tabulated value of 2.89 (i.e. 15.10 > 2.89).  This implies that organizational politics has a significant and favorable association with income and career advancement. If the organization raises salary and promotion based on politics, it will promote organizational politics which will increase employee turnover. It was also revealed that resource scarcity and organizational politics have a positive correlation, and male employees are likely to leave an organization when there is an existence of politics.  Secondly, the more educated and skilled an employee is, the more likely they will consider leaving organization not built on meritocracy.