Libraries at University of Nebraska-Lincoln


Document Type



Work-Life balance and turnover intentions are critical issues for employers and human resource managers. This is because of how crucial work and family are to employees and how significantly employees stand out as valuable assets for organization's competitive advantage. This study examined the influence of work-life balance on turnover intentions of librarians in universities and recommended strategies for improving librarians' work-life balance and reducing librarians' turnover intentions in academic libraries. The survey research design was adopted in this study. The study's population consisted of four hundred and twelve (412) academic librarians in universities in South-west, Nigeria. Taro Yamane's sample size determination formula and multi-staged sampling technique were used to determine and select a sample size of two hundred and three (203) librarians for the study. For data collection, a validated structured questionnaire was distributed with a 98.5% response rate. The findings of the study revealed that the level of turnover intentions among librarians in universities in South-west Nigeria is high (x̅= 3.43, SD= 1.10) on a 5-point scale. Librarians experience work-life balance to some extent (x̅= 3.39, SD 1.13) and work-life balance has a significant influence on turnover intentions of librarians in universities in South-west, Nigeria (F (2, 197) = 187.005, Adj. R2= 0.447, P≤ 0.05). The study concluded that work-life balance is a contributory factor to librarians’ intention to leave their jobs in universities in South-west, Nigeria. The study recommended that library administrators and university management adopt policies to improve the work-life balance and job satisfaction of librarians to mitigate turnover intentions.