Relationship Between Reward Management Systems and Employee Turnover Intention

Abstract

This study examines the relationship between reward management systems and employee turnover intention at United Bank for Africa (UBA), Panseke, Abeokuta, Ogun State, Nigeria.  A quantitative descriptive survey research design was adopted. A structured questionnaire was administered to a sample of 175 employees selected using a quota sampling technique, of which 170 questionnaires were duly completed and returned (return rate: 97.1%). Data were analysed using frequency tables, simple percentages, and Pearson Product-Moment Correlation Coefficient via SPSS version 23. Findings: The results show a positive and significant relationship between remuneration systems and turnover intention (r = 0.464, p = 0.000), between cash incentives and turnover intention (r = 0.172, p = 0.019), and between work-life balance and turnover intention (r = 0.245, p = 0.037). Originality/Value: The study contributes contextual evidence from the Nigerian banking sector on how well-designed reward management systems encompassing fair remuneration, cash incentives, work-life balance, and supervisor support can reduce employee turnover intention. Practical recommendations are offered for equity-based pay and people-centred workplace policies.