International Journal of Humanities and Social Science Vol. 2 No. 14 [Special Issue - July 2012] 275 Job Satisfaction and Employees’ Turnover Intentions in total Nigeria plc. in Lagos State Samuel Emeka Mbah Department of Industrial Relations and Personnel Management University of Lagos Nigeria C. O . Ikemefuna Department of Industrial Relations and Personnel Management University of Lagos Nigeria Abstract This paper examines job satisfaction and employees’ turnover intentions in Total Nigeria PLC in Lagos State. The paper highlights and defines basic concepts of job satisfaction and employees’ turnover intention. It specifically considered satisfaction with pay, nature of work and supervision as the three facets of job satisfaction that affect employee turnover intention. To achieve this objective, authors adopted a survey method by administration of questionnaires, conducting interview and by reviewing archival documents as well as review of relevant journals and textbooks in this field of learning as means of data collection. Four (4) major hypotheses were derived from literature and respective null hypotheses tested at .05 level of significance It was found that specifically job satisfaction reduces employees’ turnover intention and that Total Nigeria PLC adopts standard pay structure, conducive nature of work and efficient supervision not only as strategies to reduce employees’ turnover but also as the company retention strategy. Key words: Job satisfaction, Turnover Intentions, Pay, Nature of work, Supervision. Introduction There is a general consensus that there exists a managerial problem of finding successful mechanism of retaining employees especially in a job environment that is characterized by constant yearnings for pay rise. Employee job satisfaction has influence on employee turnover in organisations. This implication of this is that the extent to which an organisation is able to retain it‟s employees‟ depend on the level of job satisfaction that are made available to these workers. Job satisfaction is known to have positive impact on employee turnover intentions. It means that dissatisfaction on the job increases or will increase the rate of employee turnover intention in organisation. Dessler (1978:37) refers to job satisfaction, „as the degree of needs satisfaction that is derived from and or experienced on the job‟. He affirms to the ability of employees in an organization aspirations, feeling happy doing their job with the hope that their needs will be achieved. Consequently, the inability of employees to achieve their needs will amount to dissatisfaction. Robin (1989) defined job satisfaction as a general attitude towards an individual‟s job, and the difference between the amount of reward workers receive and the amount they believe they should receive. It is Robin‟s opinion that a person with a high level of job satisfaction holds positive attitude toward the job while the person who is dissatisfied with the job holds negative attitude about the job. This study indicates that job dissatisfaction is widespread and employees are observed to work smart when they are adequately trained and have been on a job long enough to reap the benefits from their training (Beach, 1990). Also satisfied employees are known to show higher level work performance in organisations. By analysing job satisfaction an organisation can possibly increase positive outcomes such as employee satisfaction and performance, and may decrease absenteeism and turnover. Investigating the employee‟s value-perception can aid in managers building and creating work environments that help them to achieve high levels of employee satisfaction.