Effect of Recruitment Strategies on Institutional Stability in Public and Private Universities in Southwest Nigeria

Abstract

This study examines the effect of recruitment strategies and institutional stability within public and private universities in Southwest Nigeria, with a focus on recruitment strategies. A survey research design aligned with a quantitative, deductive approach. The study’s population comprised 8,550 academic staff members from selected federal, state, and private universities in the region. Using Taro Yamane’s sampling formula, 382 participants were selected, and data was collected via questionnaires. The analysis involved descriptive statistics to present respondent demographics and Structural Equation Modelling (SEM) to test the formulated hypotheses. Results indicated that recruitment strategies positively and significantly impact institutional stability, affirming that effective talent retention practices greatly contribute to institutional stability of these universities. The data generated were analysed using descriptive statistics and inferential statistics of factor analysis and structural equation modelling (SEM) analysis.  In the analysis carried out, the results show that advancement opportunities, training and development and succession planning have a positive significant on institutional stability with the coefficient values of (β = 0.194, p <0.05) for advancement opportunities, (β = 0.376, p <0.05) for training and development and (β = 0.588, p <0.05) for succession planning.  The study concludes that robust retention strategies are essential for strengthening academic institutions in Southwest Nigeria, providing valuable insights for policy and administrative improvements. To enhance institutional stability further, it is recommended that universities a good recruitment strategy. Cultivating high levels of organizational commitment among faculty and staff can be achieved by aligning institutional goals with employee values and providing recognition and rewards.