WORKPLACE TRUST AND TURNOVER INTENTION AMONG EMPLOYEES OF SELECTED HOSPITALITY INDUSTRIES IN MAKURDI LOCAL GOVERNMENT AREA OF BENUE STATE

ABSTRACT This study examined the relationship between workplace trust and turnover intention among employees in the hospitality industries selected in Makurdi Local Government Area of Benue State. A cross-sectional survey research design was employed, and data were collected from 357 employees across 15 hospitality industries (hotels) in the area. A sample size of 141 participants was selected using simple random sampling, with 10 hotels chosen via balloting. Self-report questionnaires were administered, utilizing the Organisational Trust Index (OTI) to assess workplace trust and Price’s (2001) fourteen-item index to measure turnover intention. Data analysis was performed using standard multiple regression to test the hypotheses at a 0.05 level of significance. The findings revealed that workplace trust negatively and significantly influenced turnover intention among employees in the hotels in Makurdi Local Government Area (R = .190, R² = .036, F(1, 139) = 7.383; p < .01). Additionally, the study found no significant gender differences in turnover intention among employees (t(139) = .078; p > .05). Based on these findings, the study recommends that hospitality industry managers in Makurdi should prioritize building a culture of trust through transparent communication, fair treatment, and ethical leadership. Policies that promote fairness in decision-making and strengthen employer-employee relationships can enhance job satisfaction and reduce turnover intention. Since gender was not found to significantly influence turnover intention, organizations should focus on factors such as career development opportunities, competitive remuneration, and a supportive work environment. Providing professional growth opportunities and recognizing employees' contributions can foster job satisfaction and encourage long-term commitment to the organization.