ORGANIZATIONAL CLIMATE AND SOCIAL INTELLIGENCE AS PREDICTORS OF TURNOVER INTENTION AMONG NIGERIA POLICE FORCE

Abstract

The study investigated social intelligence and organizational climate as predictors of turnover intention among Police officers. Ninety eight (98) Police officers comprising ninety (90) males and eight (8) females were purposively selected as participants for the study with mean age of 36.58 and SD of 8.96 using purposive sampling techniques from four different Police units in Enugu State (MTD Police unit Gariki, Ikirike Police unit, Idaw-River, Uwani Police station and New Haven Police station). Penaz-Suarez, et al. (2013) Short Organizational Climate Scale, Silvera et al. (2001) Tromso Social Intelligence Scale and Bthma and Roodt, (2013) Turnover Intention Scale were used as instrument to gather data. A correlational design was adopted while a multiple regression with the aid of S.P.S.S version 23 was applied as statistical tool to analyze the data in order to test the hypotheses. Result revealed that social information at sig.= .235 and social awareness at sig.= .975 dimensions of social intelligence failed to predict turnover intention because their significant value exceeded the threshold of at p<.05. While social skills dimension of social intelligence at sig.= .001 which is lower than the benchmark of at p<.01 significantly predicted turnover intention. Social Intelligence significantly predicted turnover intention at sig, = .007, because the sig. Value is below the value of at p< .01, social intelligence and turnover intention are related at r= .35 and it contributed 12.1% variance to turnover intention at r²= .121. Organizational climate failed to predict turnover intention among police officer at sig. = .099 which is more than threshold of at p< .05. The practical implication is for Police Service Commission to consider improving the standard of living of their personnel so as to match their social skill for turnover intention to reduce.