Market Culture, Competitive Pressure, And Employee Turnover Intention in Selected Multinational Oil Service Companies in Nigeria: The Mediating Role of Job Satisfaction and Reward Systems

Abstract

Getting employees to stay in multinational oil service companies in Nigeria is becoming harder every year, especially as the industry becomes more demanding and competitive. This study looked at how market culture and competitive pressure affect turnover intention among employees of four multinational oil service companies in Port Harcourt, Nigeria, and whether job satisfaction and reward systems help explain this relationship. The study was anchored on Job Demands-Resources Theory, Social Exchange Theory, and the Competing Values Framework. A descriptive survey research design was used to collect data from 315 employees out of a total population of 1,660, selected through proportionate stratified random sampling. Four sets of validated and adapted scales were used to measure the study variables through structured questionnaires. The data were analysed using descriptive statistics, Pearson correlation, simple regression, and Hayes’ PROCESS Macro (Model 4) for parallel dual mediation with 5,000 bootstrap resamples. The results showed that market culture (β = .448, p < .001) and competitive pressure (β = .521, p < .001) both significantly and positively predicted turnover intention. Job satisfaction significantly mediated the relationship between market culture and turnover intention (B = .165, 95% CI [.091, .247]) and also between competitive pressure and turnover intention (B = .198, 95% CI [.124, .281]). Similarly, reward systems significantly mediated both relationships — market culture (B = .113, 95% CI [.043, .189]) and competitive pressure (B = .134, 95% CI [.067, .208]). All mediations were partial. The study concludes that oil service companies must take employee job satisfaction and reward systems seriously as practical tools for managing the damaging effects that market culture and competitive pressure have on staff retention.