Master of Chaplaincy

Permanent URI for this collectionhttps://192.168.0.29/handle/123456789/136

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Browsing Master of Chaplaincy by Subject "Babcock Univerdity"

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    Investigating staff turnover at Babcock University and its implication for chaplaincy services
    (Adventist University of Africa, 2025-03) Oluwaseun Olabode Oladini
    The main aim of the study was to find out the factors affecting staff turnover in Babcock University and to determine what role chaplaincy services can play in the mitigation of this negative trend (high staff turnover). The main objective of the study was to find out the causes of high staff turnover in Babcock University and the role—if any—of chaplains and chaplaincy services in mitigating this negative trend in the institution. A descriptive survey research design was adopted, and semi-structured questionnaires were used to obtain data from the specified population of 590 regular staff of Babcock University. Using the normal approximation to the hypergeometric distribution formula, the sample size for the study was found to be 233 respondents. The questionnaire was the main data collection tool for this research study. Analysis of the data was done using descriptive statistics. The data analysis tools included simple tabulations and presentations of the report using spreadsheets and the IBM Statistical Package for Social Sciences (SPSS) version 27.0. Data was analyzed using quantitative methods, and presentation of data was in the form of tables. The findings show that the three most significant factors affecting staff turnover in Babcock University are personal issues of individual employees (M = 3.34; SD = 0.71), the need for career advancement (M = 3.32; SD = 0.66), and better job opportunities elsewhere (M = 3.18; SD = 0.62). Other factors affecting turnover are personal commitment to the goals and objectives of the organization, financial renumeration, job satisfaction, and interpersonal issues in the workplace. The study concluded that, whereas the more significant factors affecting staff turnover in the institution cannot be controlled by the administration, other factors such as interpersonal conflicts within the workforce, stress and tension in the workplace, personal/family challenges, issues between employees and the management that also affect the rate of staff turnover can be dealt with by improving and instrumentalizing chaplaincy services on campus. The study recommends that the university administration work closely and intentionally with the workplace chaplains on campus to ensure a peaceful and tension-free workplace that employees enjoy and can work in without constantly battling negative emotions that destroy productivity and give rise to increase in staff turnover.