Succession Planning and Employee Retention of Public and Private Organizations in Plateau State Nigeria: Moderating Effect of Job Security
DOI:
https://doi.org/10.46977/amt.2025.v05i03.001Keywords:
Employee Retention, Job Security, Organisation, Plateau State, Succession PlanningAbstract
Introduction: Employee retention is a critical worry for organisations seeking to uphold competitiveness and attain long-term success. Succession planning, a planned technique for recognising and developing future leaders, has been proposed as a potential solution to improve employee retention. However, the association between succession planning (SP) and employee retention (ER) remains indistinct, and the moderating role of job security in this context is understudied. Purpose: This study investigates the effect of succession planning on ER, with a specific focus on the moderating role of job security. Methods: A cross-sectional quantitative research approach was employed using survey data collected from a sample of 272 employees across various organisations in Plateau State, Nigeria. Hierarchical regression modelling was used to analyse the relationship between SP, JB, and ER. Results: The results confirm a positive connection between succession planning and employee retention, signifying that organisations that apply succession planning are more likely to keep their employees. In addition, the study discovers that job security positively moderates the relationship between SP and ER, suggesting that employees who perceive high job security are more likely to benefit from succession planning initiatives. Originality/Novelty: This research contributes to the existing literature by providing empirical evidence on the relationship between SP and ER and highlighting the importance of job security as a moderating variable. Conclusion: The findings of this study have implications for organisations seeking to improve ER. Specifically, organisations should prioritise succession planning initiatives and ensure that the employee perceives high job security to maximise the benefits of succession planning. Also, the implications of this research contribute to the field of human resource management by showing how succession planning promotes employee retention through job security, thereby expanding the applicability of social exchange theory and organisational support theory within this context. This synthesis may enhance the theoretical comprehension of how perceived security impacts employee attitudes and behaviours, providing a more holistic perspective on retention dynamics.
Downloads
References
Achievers workforce institute (2022). Employee Engagement and Retention Report. London: Business Wire. Retrieved from https://www.achievers.com/resources/white-papers/workforce-institute-2022-engagement-and-retention-report/. Accessed on 6th March, 2024.
Ahmad, A. (2018). The relationship among job characteristics organizational commitment and employee turnover intentions: A reciprocation perspective. Journal of Work Applied Management, 10(1), 74-92. https://doi.org/10.1108/JWAM-09-2017-0027
Akpan, O. O., Brownson, C., & Uwa, K. (2023). Succession Planning and Organizational Sustainability among Banks in Eket Local Govt., Akwa Ibom State. International Journal of Advanced Academic Research, 9(6), 209-234. Retrieved from https://www.ijaar.org/articles/v9n6/ijaar9626.pdf. Accessed on 4th March, 2024.
Ali, Z. & Mehreen, A. (2019), Understanding succession planning as a combating strategy for turnover intentions, Journal of Advances in Management Research, 16(2), 216-233. https://doi.org/10.1108/JAMR-09-2018-0076
Azeez, S. A., (2017). Human resource management practices and employee retention: A review of literature. Journal of Economics, Management and Trade, 18(2).1-10. https://doi.org/10.9734/JEMT/2017/32997
Bano, S.O.Y, Omar, S.S., & Ismail, F. (2022). The relationship between succession planning practices and employee retention in public HLIS Malaysia. Journal of Positive School Psychology, 2540-2553. Retrieved from https://www.journalppw.com/index.php/jpsp/article/view/7658/5006. Accessed on 8th March, 2024.
Bernstein, I., & Nunnally, J. (1994). The assessment of reliability. Psychometric Theory, 3(1), 248.
Blau, P.M. (1964). Exchange and power in social life. New York; John and Wiley. Retrieved from https://garfield.library.upenn.edu/classics1989/A1989CA26300001.pdf. Accessed on 26th February 2024.
Cesaroni, F. M., Chamochumbi Diaz, G. D., & Sentuti, A. (2021). Family firms and innovation from founder to successor. Administrative Sciences, 11(2), 54. https://doi.org/10.3390/admsci11020054
Chatzoudes, D., & Chatzoglou, P. (2022). Factors affecting employee retention: Proposing an original conceptual framework. International Journal of Economics and Business Administration, 10(1),49-76. https://doi.org/10.35808/ijeba/748
Darshani, R. K. N. D., & Wijeyerathne, T. A. D. (2017). A study of applicability of succession planning as a retention tool in middle level management. International Journal of Research in Management, 7(5), 77-86. Retrieved from https://rspublication.com/ijrm/2017/sep17/7.pdf. Accessed on 28th February, 2024.
Das, B. L., & Baruah, M. (2013). Employee retention: A review of literature. Journal of business and management, 14(2), 8-16. Retrieved from https://www.iosrjournals.org/iosr-jbm/papers/Vol14-issue2/B01420816.pdf. Accessed on 10th March, 2024.
Dekom, H. B., Jingak, D. E., &Gontur, S. (2024). Effect of succession planning on the sustainability of family-owned businesses evidence from Plateau State, Nigeria. Journal of Economics, Business, and Commerce, 1(2), 23-36. https://doi.org/10.69739/jebc.v1i2.145
Dhanpat, N., Manakana, T., Mbacaza, J., Mokone, D., &Mtongana, B. (2019). Exploring retention factors and job security of nurses in Gauteng public hospitals in South Africa. African Journal of Economic and Management Studies, 10(1), 57-71. https://doi.org/10.1108/AJEMS-10-2018-0311
Dunmade, E., Ajayi, M., &Obadare, G. (2022). Effective succession planning and employee retention in multi- Trex integrated food PLC lagos. Journal of Management and Social Sciences,11(2), 2022. https://doi.org/10.53704/jmss.v11i 2.420
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Fahmi, N. I., Mohd, I. H., Ahmad, N. N., Noranee, S., Bakar, S. M. S. A., & Hoo, W. C. (2024). The Relationship of Succession Planning, Career Attitude and Job Security with Turnover Intention at Private University in Malaysia. Information Management and Business Review, 16(2(I)S), 167-172. https://doi.org/10.22610/imbr.v16i2(I)S.3794
Fusarelli, B. C., Fusarelli, L. D., & Riddick, F. (2018). Planning for the future: Leadership development and succession planning in education. Journal of Research on Leadership Education, 13(3), 286-313. https://doi.org/10.1177/1942775118771671
Gajere, M.C., Nimfa, D.T., Vem, L.J., & Dakung, R.J. (2024). Organisational culture and technology orientation on strategic fit in retail business: The mediating role of economic sustainability. Advancement in Management and Technology, 5(1) 24- 41. Retrieved from https://ejournal.lincolnrpl.org/index.php/ajmt/article/view/164/189. Accessed on 24th March, 2024.
Gontur, S. (2020).Does trust mediate the relationship between social media advertising and electorates’ patronage of political parties in Nigeria?.International Journal of Applied Business and Management Sciences, 1(2), 173-195. Retrieved from https://www.arfjournals.com/image/20636_3_gontur.pdf. Accessed on 12th March, 2024.
Gontur, S., Dekom, B. H., Makrop, D., & Dauda, J. (2020). Effect of human resource management practices on employee retention: The Nigerian experience in care-giving practice. IOSR Journal of Business and Management (IOSR-JBM), 22(11), 20-32. http://dx.doi.org/10.9790/487X-2211022032
Gontur, S., Tuamyil, R.B., Davireng, M. &Dekom, H.B. (2024). Customer relationship management and performance of agricultural firms: A moderating effect of technological environment. Advancement in Management and Technology, 5(2) 01- 15. https://doi.org/10.46977/amt.2024.v05i02.001
Hair, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2-24. https://doi.org/10.1108/EBR-11-2018-0203
Hassan, S.N., & Siddiqui, D.A. (2020). Impact of effective succession planning practices on employee retention. Exploring the mediating roles. International Journal of Human Resource Studies, 1-35. https://dx.doi.org/10.2139/ssrn.3556924
Jain, I. (2023). Effect of succession planning on employee retention; An exploration. Indian Institute of Management, New Delhi.
Jideofor, N. H., Okeke, M. M. N., & Okeke, C. O. (2023). Succession planning and family business sustainability in medium and large scale enterprises in Anambra State. Africa Journal of Business and Economic Development, 3(1), 1-24. Retrieved from https://www.ijaar.org/articles/ajbed/v3n1/ajbed311.pdf. Accessed on 10th March, 2024.
Katiraee, N., Berti, N., Das, A., Zennaro, I., Aldrighetti, R., Dimovski, V., ... & Battini, D. (2024). A new roadmap for an age-inclusive workforce management practice and an international policies comparison. Open Research Europe, 4(85), 85. Retrieved from https://open-research-europe.ec.europa.eu/articles/4-85/v1?src=rss. Accessed on 8th March, 2024
Khine, M, S. (2013). Application of structural equation modelling in educational research and practice. Sense Publishers. Retrieved from https://www.sensepublishers.com/. Accessed on 10th March, 2024.
Kraja, G. (2015). Job security and performance. A case study of the Albanian public administration, Academic Journal of Interdisciplinary Studies, 4(2), 19-25. https://doi.org/10.5901/ajis.2015.v4n2p19
Kumar, N., Padma, K., &Kumar, R. (2013). Factors determining employee retention a study on Indian public sector unit. International Journal of Management and Information Technology, 6(3), 834-842. https://doi.org/10.24297/ijmit.v6i3.721
Landau, S., & Everitt, B. S. (2003). A handbook of statistical analyses using SPSS. Chapman and Hall/CRC. https://doi.org/10.1201/9780203009765
Moore, H., Dishman, L., & Fick, J. (2021). The challenge of employee retention in medical practices across the United States: An exploratory investigation into the relationship between operational succession planning and employee turnover. In The contributions of health care management to grand health care challenges (pp. 45-75). Emerald Publishing Limited. https://doi.org/10.1108/S1474-823120210000020003
Mowday, R. T., Koberg, C. S., & McArthur, A. W. (1984). The psychology of the withdrawal process: A cross-validation test of Mobley's intermediate linkages model of turnover in two samples. Academy of management Journal, 27(1), 79-94. https://doi.org/10.5465/255958
Mugisha, J.C. (2023). Contribution of succession planning on financial institutions security in Rwanda a case of Zigama CSS. (Master dissertation, College of Business and Economics, University of Rwanda).
Musa, J. J., Nmadu, T. M., & Dakung, R. J. (2019). Business-it Strategic Fit and Performance of Telecommunications Companies In Nigeria: Moderating Role of Environmental Uncertainty. Nigerian Journal of Management Sciences, 7(1), 335-343. Retrieved from https://www.bsum.edu.ng/njms/journals/vol7no1/files/file37.pdf. Accessed on 14th March, 2024.
Mwamanda, N. A. (2023). Impact of Succession Planning Practices On Employees Retention in Public Colleges in Tanzania: A Case study of Tanzania Public Service College (Doctoral dissertation, The Open University of Tanzania). Retrieved from http://repository.out.ac.tz/id/eprint/4170. Accessed on 14th March, 2024
Ndulue, I. T. (2024). Effects of job security on the performance of employees in Federal Inland Revenue Service (FIRS), Abuja. FUW-International Journal of Management and Social Sciences, 9(1), 156-174. Retrieved from https://fuw-ijmss.com.ng/index.php/fijmss/article/view/70/58. Accessed on 12th March, 2024.
Nigerian Bureau of Statistic (2024). Nigeria labour force survey (NLFS) report second quarter, 2024. Retrieved from https://shorturl.at/T3pso. Accessed on 14th March, 2024.
Nnabuife, E. N., Nwogwugwu, O. E., & Okoli, I. E. (2019). Polygamous and family owned business succession in Nigeria. International Journal of Management Excellence, 13(1), 1891-1897. https://doi.org/10.17722/ijme.v13i1.1092
Nulty, D.D. (2008), The adequacy of response rates to online and paper surveys: what can be done?. Assessment and Evaluation in Higher Education, 33(3), 301-314. https://doi.org/10.1080/02602930701293231
Ogutu, C. O. (2016). Succession planning and management in Kenya: a case study of quantity surveying firms (Doctoral dissertation, University of Nairobi). Retrieved from http://hdl.handle.net/11295/99454. Accessed on 8th March, 2024.
Ojuolape, S. A., Egwakhe, A. J., Akinlabi, B. H., Magaji, N., & Akande, F. I. (2022). Effect of succession planning strategies on employee retention in selected deposit money banks in Lagos State Nigeria. European Journal of Research and Reflection in Management Sciences, 10(1), 36-46. Retrieved from https://www.idpublications.org/wp-content/uploads/2022/06/Full-Paper-EFFECT-OF-SUCCESSION-PLANNING-STRATEGIES-ON-EMPLOYEE-RETENTION-IN-SELECTED-DEPOSIT-MONEY-BANKS.pdf. Accessed on 10th March, 2024.
Patton, M. Q. (2002). Qualitative research and evaluation methods (3rd ed.). Thousand Oaks, CA: Sage. https://doi.org/10.1177/1035719X0300300213
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: a critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879. https://psycnet.apa.org/doi/10.1037/0021-9010.88.5.879
Probst, T. M. (2010). Development and validation of the Job Security Index and the Job Security Satisfaction scale: A classical test theory and IRT approach. Journal of Occupational and Organizational Psychology, 76(4), 451-467. https://doi.org/10.1348/096317903322591587
Rabenu, E., Yaniv, E., & Elizur, D, (2016). Relationship between psychological capitals, coping with stress. Well-being and performance. Current Psychology, 1(1), 1-12. https://doi.org/10.1007/s1244-016-9477.4
Ringim, K. J., & Bello, S. (2013). Radical transformation of small and medium financial institutions: The effect of change management factors on organization performance. International Journal of Academic Research in Business and Social Sciences, 3(12), 308-327. http://dx.doi.org/10.6007/IJARBSS/v3-i12/435
Ritchie, M. (2020). Succession planning for successful leadership. Why we need to talk about succession planning. Management in Education, 34(1), 33-37. https://doi.10.1177/0892020619881044
Robbins, S.P., & Judge, T. A. (2017). Essentials of organizational behaviour .13th edition, Boston: Pearsons. Retrieved from https://toc.library.ethz.ch/objects/pdf03/e01_978-1-292-09007-8_01.pdf. Accessed on 10th March, 2024.
Rothwell, W. J. (2010). Effective Succession Planning: Ensuring Leadership Continuity and Review. Pontifical Catholic University of Peru. Retrieved from https://hcmindonesia.wordpress.com/wp-content/uploads/2012/12/9b-successionplanhandbook.pdf. Accessed on 14th March, 2024.
Saunders, B., Sim, J., Kingstone, T., Baker, S., Waterfield, J., Bartlam, B., ... & Jinks, C. (2018). Saturation in qualitative research: exploring its conceptualization and operationalisation. Quality & Quantity, 52, 1893-1907. https://doi.org/10.1007/s11135-017-0574-8
Senol, F, (2011). The effect of job security on the perception of external motivation tools. A study in hotel businesses. Journal of Economics and Social Studies, 1(2), 33-67. Retrieved from https://core.ac.uk/download/pdf/153447776.pdf . Accessed on 16th March, 2024.
Shah, N., & Soomro, B. A. (2022). Middle-class people imagining democratic attitudes: the Pakistani experience. Journal of Economic and Administrative Sciences. https://doi.org/10.1108/JEAS-01-2022-0003
Sheeba, R., P & Santosh, R. (2021). Relationship understanding between performance appraisal, succession planning, and career development. International Journal of Engineering Technologies and Management Research, 8(2), 1-8. https://doi.org/10.29121/ijetmr.v8.i2.2021.848
Singh, R., & Jain, N. (2014). To study the effectiveness of HRM practices in textile industries. Madhya Pradesh, India. Global Journal of Human Resource Management, 2(3), 59-72. Retrieved from https://www.eajournals.org/wp-content/uploads/To-study-the-effectiveness-of-HRM-practice-in-Textile-industriesin-Madhya-Pradesh.-India..pdf. Accessed on 13th March, 2024.
Škerháková, V., Korba, P., Harničárová, M., & Taha, V. A. (2022). Talent retention: analysis of the antecedents of talented employees' intention to stay in the organizations. European Journal of Interdisciplinary Studies, 14(1), 56-67. http://doi.10.24818/ejis.2022.04
Su, T., & Wang, X. (2024). The impact of leadership on employees’ innovation behavior: evidence from China’s energy listed companies. Humanity Social Science and Communication, 11, 1515. https://doi.org/10.1057/s41599-024-03915-4
Sulaiman, U. L., & Maiyaki, A. A. (2022). Mediating Role of Motivation on Reward and Employee Performance in Public Secondary Schools Teachers in Kano State, Nigeria: A Pilot Study. Creative Business Research Journal (CBRJ), 2(2),40-46. Retrieved from https://gsu.edu.ng/home/wp-content/uploads/2022/11/CBRJ2022-Vol.-2-Issue-2-2.pdf#page=44. Accessed on 13th March, 2024.
Tetteh, J., & Asumang, M.A, (2020). Succession planning, employee retention and development program in selected organization in Ghana. African Journal of Management Research, 27 (1), 151-169. https://doi.org/10.4314/ajmr.v27i1.9
Umesi, E. (2023). The Influence of Leadership Style, Talent Management and Succession Planning on Employee Retention. International Journal of Research and Innovation in Social Science, 6(12), 246-252. Retrieved from https://ideas.repec.org/a/bcp/journl/v6y2022i12p246-252.html. Accessed on 11th March, 2024.
Warui, F. W., & Karanja, R. K. (2024). Succession planning practices and employee retention in the information, communication and technology authority in Nairobi, Kenya. International Journal of Social Sciences Management and Entrepreneurship (IJSSME), 8(2). Retrieved from https://www.sagepublishers.com/index.php/ijssme/article/view/492. Accessed on 11th March, 2024.
Zapata-Cantu, L., Sanguino, R., Barroso, A., & Nicola-Gavrilă, L. (2023). Family business adapting a new digital-based economy: Opportunities and challenges for future research. Journal of the Knowledge Economy, 14(1), 408-425. https://doi.org/10.1007/s13132-021-00871-1
Published
How to Cite
Issue
Section
Copyright (c) 2025 Advancement in Management and Technology (AMT)
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
