CHEMICAL ANALYSIS AND ANTIOXIDANT POTENTIALS OF METHANOL LEAF EXTRACT OF PIPER GUINEENSE

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ABSTRACT

Antioxidant potentials of the methanol leaf extract of Piper guineense (Uzuza) leaves was evaluated using standard analytical procedures. Properties such as phytochemicals, proximate composition, mineral composition and total antioxidant potentials were determined. The result of the phytochemical analysis showed the presence of alkaloid (20.67 ± 0.85 %), flavonoid (0.70 ± 0.02 %), phenol, (7.21 ± 0.21 %), tannins (0.72 ± 0.01 %), saponins (14.82 ± 0.36 %) and HCN (126.00 ± 10.58 mg/kg). The proximate composition assay revealed that the plant contains moisture content (11.40 ± 0.37 %), crude fat (1.90.00 ± 0.07 %), ash content (17.30 ± 0.46 %), crude fibre (21.64 ± 0.80 %), crude protein (13.62 ± 0.57 %) and carbohydrate (45.54 ± 1.00 %). The mineral elements present were copper (75.1 ± 0.44 mg/kg), iron (33.80 ± 0.53 mg/kg), magnesium (23.60 ± 0.60 mg/kg), manganese (74.00 ± 1.00 mg/kg) and zinc (124.00 ± 10.21 mg/kg). The total antioxidant potentials of Piper guineense leaf extract was 16.5mg equivalent. A graph change of change in absorbance against concentration of the standard (ascorbic acid) (mg/L) and the graph of change in absorbance against the concentration of the extract (mg/L) was plotted. The result showed that piper guineense  leaf aside from having valid nutritional and therapeutic potentials, is also a good source of antioxidant that is capable of enhancing human nutraceutical needs.




TABLE OF CONTENTS

Cover page                                                                                                                              i

Title page                                                                                                                                ii

Certification                                                                                                                            iii

Declaration                                                                                                                              iv

Dedication                                                                                                                              v

Acknowledgement                                                                                                                  vi

Table of Contents                                                                                                                   vii

List of Tables                                                                                                                          viii

List of Figures                                                                                                                         ix

List of Plates                                                                                                                           x

Abstract                                                                                                                                  xi        

CHAPTER 1: INTRODUCTION

1.1       Background to the Study                                                                                           1

1.2       Aims and Objective of the Study                                                                               4

1.3       Statement of Problem                                                                                                 5

1.4       Justification of the Study                                                                                           5

1.5       Scope and Lamination of the Study                                                                           6

CHAPTER 2: LITERATURE REVIEW

2.1        Morphology and Description of Piper guineense                                                      7

2.2        Phytochemicals lsolated from Piper guineense                                                         8

2.3       Nutritional value                                                                                                         12

2.4       Uses of Piper guineense                                                                                             13

2.5       Antioxidants                                                                                                               15

2.5.1    Natural and synthetic antioxidants                                                                             17

2.6       Phytochemicals                                                                                                           22

2.6.1    Alkaloids                                                                                                                     22

2.6.2    Saponin                                                                                                                       23

2.6.3    Phenols                                                                                                                        24

2.6.4    Tannins                                                                                                                        25

2.6.5    Flavonoids                                                                                                                  25

2.6.6    Hydrogen cyanide (HCN)                                                                                          26

2.6.7     Cardiac glycosides                                                                                                     27

2.7       Proximate Composition                                                                                              27

2.7.1    Moisture content                                                                                                         28

2.7.2    Ash residue                                                                                                                 28

2.7.3    Total carbohydrates                                                                                                    29

2.7.4    Crude fat                                                                                                                     29

2.7.5    Crude protein                                                                                                             30

2.7.6    Crude fibre                                                                                                                  30

2.8       Mineral Elements                                                                                                        31

2.8.1    Copper (Cu)                                                                                                                32

2.8.2    Iron (Fe)                                                                                                                      32

2.8.3    Manganese (Mn)                                                                                                         33

2.8.4    Zinc (Zn)                                                                                                                     33

2.8.5    Magnesium (Mg)                                                                                                         33

CHAPTER 3: MATERIALS AND METHOD

3.1       Materials Used                                                                                                            34

3.2        Plant materials                                                                                                            34

3.3       Sample Preparation                                                                                                     34

3.4        Extraction                                                                                                                  34

3.5       Phytochemical Analysis                                                                                              35

3.5.1    Determination of saponins                                                                                          35

3.5.2    Determination of tannins                                                                                            35

3.5.3    Determination of alkaloids                                                                                         36

3.5.4    Determination of phenol                                                                                             37

3.5.5    Determination of flavonoids                                                                                       37

3.5.6    Determination of cyanogenic glycoside (HCN)                                                         38

3.6       Proximate Composition                                                                                              38

3.6.1    Determination of ash residue                                                                                      38

3.6.2    Moisture of content determination                                                                             39

3.6.3    Fat determination                                                                                                        39

3.6.4    Crude fibre determination                                                                                          40

3.6.5    Protein determination                                                                                                 40

3.6.6    Determination of carbohydrate                                                                                   42

3.7       Determination of Minerals                                                                                          42

3.7.1    Preparation of ferric reducing antioxidant power (FRAP) reagent                            42

3.7.2    Serial dilution of the stock solution of ascorbic acid                                                  43

3.7.3    Measurement of total antioxidant potentials of the methanol exract

using FRAP method                                                                                                   44

 

3.8       Statistical Analysis                                                                                                      44

CHAPTER 4: RESULTS AND DISCUSSION

4.1       Phytochemical                                                                                                             46

4.2       Proximate Composition                                                                                              47

4.3       Mineral Element                                                                                                          49

4.4       Result of FRAP Assay                                                                                               50                   

CHAPTER 5: CONCLUSION AND RECOMMENDATION

5.1       Conclusion                                                                                                      54

5.2       Recommendation                                                                                            54

              Reference     

 

 

 

 

                                                   


 

LIST OF TABLES


2.1       Ethanomedicinal uses of Piper guineense                                                                  15

 

4.1       The results of qualitative and quantitative phytochemical

analysis                                                                                                                        45

 

4.2       The results of proximate analysis                                                                                47

           

4.3       The results of qualitative and quantitative mineral element

Analysis                                                                                                                      49

 

4.4       Results of FRAP Assay                                                                                                          50

 

4.5       Concentration of Standard and change in absorbance                                               51

 

4.6       Concentration of Methanol extract and change in absorbance                                   52

 

 

 

 

 

LIST OF FIGURES

                                                                                                                                        Page

2.1       Chemical structure of some Phytochemcials Isolated

from Piper guineense                                                                                      12

 

2.2       Different types of Antioxidant compounds (Rajani, 2004)                                       16

 

2.3       (a) Natural Antioxidant (Tocopherol), (b) Synthetic

antioxidant (BHA)                                                                                                      18

 

2.4        Antioxidant reaction                                                                                                  19

 

2.5       DPPH Radicals Scavenging Capacity: Transformation of

DPPH form to non-radical form                                                                                 20

 

2.6       Transformation of ABTS radical form to reduced

non-radicals form                                                                                                        21

 

2.7       FRAP antioxidant reaction with ferric salt                                                                 22

 

2.8       The structure of Alkaloid – Piperine                                                                           23

2.9       Structure of Saponin – Glycoside                                                                               24

2.10     Structure of phenol – flavone                                                                                                 24

2.11     Structure of Tannins Theaflavin                                                                                 25

2.12     Structure of Flavonoids - Flavan                                                                                26

2.13     Structure of Cyanide                                                                                                  27

2.14     Structure of Cardia glycosides                                                                                   27

 

4.1       Absorbance against concentration of the Standard (ascorbic acid)                            51

 

4.2       Absorbance against concentration of Standard (Mg/L) and

that of  the  extract.  (µg/L)                                                                                        52

 

                                              

 

 

 

LIST OF PLATES

                                                                                                                                    Page

2.1                   Piper guineense showing (A) Ripe seeds (B) Leaves

            (C) Unripe seeds                                                                                 8

 

 

 

 

 


CHAPTER 1

INTRODUCTION


1.1    BACKGROUND TO STUDY

An antioxidant is a chemical substance that inhibits the oxidation of other chemicals. They preserve the vital key cell constituents in the human body by counteracting the harmful effects of free radicals, which are natural byproducts of cell metabolism (Miller et al., 2000). The oxidative stress (OS) as influenced by reactive oxygen species (ROS) can be described as a dynamic imbalance between the amounts of free radicals generated in the body and levels of antioxidants to douse and/or scavenge them and safeguard the body against their harmful consequence (Shirwaikar et al., 2006).

 

The World Health Organization (WHO) estimated that 80% of the populations of developing countries in Asia and Africa rely on traditional medicines, mostly plant drugs, for their primary health care needs. (WHO, 2008).

Recently, there has been increase on the use of medicinal plants in the developed countries and this has been linked to the distillation and production of various medicines and chemotherapeutics from these plants as well as from locally used herb remedies. The medicinal properties of these plants could be hinged on the antioxidant, antimicrobial, antipyretic impact of the secondary metabolites present in them (Soetan and Iyelaagbe, 2009).

Rephrage, plant extracts and plant-derived drugs have contributed immensely to the overall health and wellbeing of man (Anyanwu and Nwosu, 2014).

In 2008, World Health Organization highlighted the significance of scientific research into alternative medicine. Herbs are widely evaluated for their attributes as food as well as medicine. Many under developed nations in the world rely on herbs as a possible addition to World Health Organization collection of “important drugs” once their benefit has been clinically proven.

 Of the 265,000 species of flowering plants that have been identified on planet earth, only 0.5% of them have been studied in detail for chemical structure and therapeutic value (Omodamiro and Ekeleme, 2013).

 

Infact, modern scientists only know the chemical composition of less than 5% of the flora in the rainforest (Jackson, 1989). At least 12,000 such compounds have been isolated and this number is estimated to be less than 10% of the total (Lai and Roy, 2014; Tapsel et al., 2006).

Chemical composites in plants regulate their outcome in the human body via procedures similar to the ones that are well known for the chemical compositions in orthodox drugs. Therefore, herbal medicines are not different from orthodox ones in terms of their curative effect. This makes herbal medicines to be as efficient as orthodox medicines but also present them with similar capacity to engender damaging consequence.

Research into uses of plants has been accepted as a result of efficient means to determine future medicines. The use of these plants in medicine is due to the availability of phytochemical compounds such as phenols, flavonoids, tannins and alkaloids, present either in the seeds, leaves, stems and roots (Tapsel et al., 2006).

Medicinal plants have been used since medieval times as origin of medicine for the treatment of all kinds of ailments. Traditional medicine and herbs remain functional in the primary healthcare systems of most cultures.

About 25% of the drugs prescribed worldwide and found in modern pharmacopoeias come from plants, 121 such active compounds being in current use. Of the 252 medicines regarded as fundamental and necessary by the World Health Organization (WHO), 11% are sourced from plant and a significant percentage are artificial medicines derived from natural sources. Examples of essential medicines derived from plants include; digoxin from Digitalis spp. used for managing congestive cardiac heart failure (CCF), quinine (antimalarial) and quinidine (antiarrythmic) from Cinchona spp., vincristrine and vinblastine (anticancer agents) from Catharanthus roseus, atropine from Atropa belladonna and morphine and codeine from Papaver somniferum. It is calculated that 60% of drugs use in treating tumour and infections are currently in the market or undergoing clinical trial are from plants. (Rates, 2001).

This resurgence of interest in medicinal plants and traditional medicine as a whole is owing to the fact that, conventional drugs could be ineffective (e.g. side effects and ineffective therapy), wrong dosage of chemically formulated medicines may cause harmful effects and related problems, a greater part of the global population do not use synthetic drugs for treatment, perhaps due to inaccessibility of healthcare centers and the ever increasing cost of synthetic drugs. Finally, traditional medicine and environmental consciousness imply that herbal derivatives are harmless. (Rates, 2001).

Medicinal plant extracts comprise of diverse bioactive substance with diversities of biological activities of valued beneficial guides. The protective effects of plant are attributed to the activities and potentials of bioactive substances (Etim et al., 2013), which are the non-nutrient compounds. They are classified into three main groups namely alkaloids, isoprenoids (terpenoids and steroids) and phenols (phenolic acid, flavonoids, tannins and coumarin). The plant derived phytoconstituents are capable of terminating free radical reactions and hinder the body or biological systems from oxidative damage and protect against chronic diseases (neurodegenerative and cardiovascular (Etim et al., 2013).

Oxidative stress is defined as a disruption in the balance between the making of reactive oxygen species (ROS), free radicals and antioxidant defenses (Eboh, 2014). This imbalance leads to damage of important molecules such as proteins, lipids, nucleic acids and is also involved in the pathogenesis of various forms of diseases including cardiovascular diseases; cancer etc. Moreover, antioxidants are different group of chemicals that inhibit the oxidation of other molecules, neutralizing free radicals and protect specific organs against deleterious effect of dangerous xenobiotics (Durackova, 2010; Shirwaikar et al., 2006).

The deleterious impacts of reactive oxygen species (ROS) are eradicated by antioxidants and are of two kinds, namely, enzymatic and non-enzymatic (Eboh, 2014).

Halliwell and Gutteridge, (1989); Huang et al., (2005), defined antioxidant in food science as a constituent in foods when present at low concentration compared to those of oxidizable substrate greatly reduces or inhibits negative impacts of reactive species, such as reactive oxygen and nitrogen species (ROS/RNS), on normal biological roles in humans. Ndiamaka, (2019), reported that, “antioxidants are substance that are able to prevent the oxidation of easily oxidization materials.”

Natural and artificial antioxidants are extensively applied in conventional medicine. Some of them have been proven to be effective protectors. That is, they prolong the life span of laboratory animals when applied to food or drinking water on a regular basis. In vitro, antioxidants restrain free radical chain oxidation reactions, culminating in oxidation of fatty acids, edible fats etc. More so, their effectiveness as scavengers of oxygen free radicals in cells and tissues is insignificant in relationship to natural antioxidant enzymes (Koltover, 2010).

  

            1.2              AIMS AND OBJECTIVE OF THE STUDY

This Project work aims to extract and isolate antioxidant principles from methanol leaf extract of Piper guineense (Uziza) using the following specific objectives:

i)                    To obtain the methanol leaf extract by cold maceration.

ii)                  To subject the methanol leaves extract to phytochemical screening (qualitative and quantitative), proximate and mineral element composition.

iii)                To determine the total antioxidant potentials in   Piper guineense leaves extract.

iv)                To draw conclusion and offer suggestions on the possible therapeutic utilization of the Piper guineenses leaves based on the result obtained.

 

1.3       STATEMENT OF PROBLEM

While a lot has been reported about nutritional and health values of Piper guineense (Uziza) leaves, there is very little scientific evidence for verifying the efficacy of the antioxidant properties, possible health and nutritional values of Piper guineense   leaves. Lack of information on the economic values of Piper guineense   leaves resulted in the under cultivation and utilization of its products. Hence, this research aimed at evaluating the phytochemical, micro nutritional and antioxidant characteristics of Piper guineense leaf.


1.4       JUSTIFICATION OF THE STUDY 

The paucity of knowledge of the phytochemical constituents, antioxidant and nutritional benefits of Piper guineense (Uziza) leaves has resulted in its neglect and under-utilization.  It is envisioned that the outcome of this research will motivate the extraction of the preservative, nutraceutical and healing capacities of these cooking herbs.  Nigeria is home to great biological diversity including indigenous plants from which potential lead structures for use in formulation of novel drugs can be obtained. Piper guineense is used in traditional medicine to boost uterine compression for the removal of placenta during child birth, regulation of weight and treatment of pains. Anti-parasitic, antimicrobial and antifungal activities of Piper guineense leaf has also been reported. Such knowledge will inform pharmaceutical industry on the therapeutic importance of these plants, and will also validate indigenous knowledge as valuable resource for medicine and pharmaceutical explorations.


1.5   SCOPE AND LIMITATIONS OF THE STUDY

The experiments will focus mainly on determining the phytochemical constituents, antioxidant and nutritional benefits of Piper guineense (Uziza) leaves. The study covers nutritional benefits and antioxidant benefits in order to establish the indigenous claim that Uziza has some medicinal and pharmaceutical potentials.

 

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    ABSTRACT This study analyzed the effects of labour turnover on productivity in Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba, Nigeria. Specifically, the study determined the effect of workers retention (pay and allowance) on quantity of sales in Nigerian Bottling Company Plc and 7up Bottling Company Plc Aba; determined the effect of training of workers on profit in Nigerian Bottling Company Plc, and 7up Bottling Company Plc Aba; investigated the effect of promotion on output in Nigerian Bottling Company Plc, and 7up Bottling Company Plc, Aba; and determined the effect of skills of workers on customers satisfaction in Nigerian Bottling Company Plc, and 7up Bottling Company Plc, Aba. Primary and secondary data were used for the study. The secondary data covered between 2010 and 2019. A total of 345 respondents consisting of 190 respondents from Nigerian Bottling Company Plc and 155 respondents from 7up Bottling Company Plc were used for the study after retrieving the questionnaire. Also, a total of 345 customers consisting of 190 customers that patronizes the Nigerian Bottling Company Plc and 155 customers that patronizes the 7up Bottling Company Plc were used for the study. Data obtained were analyzed using simple regression technique and mean score. Pearson product moment correlation coefficient (r) and simple regression were used to test the various formulated hypotheses for the study. Findings shows that retention (pay and allowance) of workers has significant positive effect on quantity of sales in both Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba. Training of workers have significant positive effect on profit in both Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba. Promotion of workers have significant positive effect on output in both Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba. Skills of workers have significant positive effect on customers’ satisfaction in both Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba. The study recommends that efforts aimed at tackling labour turnover in Nigerian Bottling Company Plc and 7up Bottling Company Plc should focus more on developing the proficiency of workers through a need-identified training. Prompt promotion of workers and the use of other compensation incentives that should increase the willingness of employees to remain at work is strongly advocated. Many bottling industries such as the Nigerian Bottling Company Plc and 7up Bottling Company Plc, Aba require a formidable workforce to have a competitive edge amidst her competitors. CHAPTER 1 INTRODUCTION 1.1 BACKGROUND TO THE STUDY In today's global environment, each business must have a strong labour turnover avoidance policy in place to guarantee that the finest minds and well-experienced employees contributing to the organization's overall growth and development are kept. Employer turnover should be reduced as a result of this. This is because labour turnover is one element that may impact employee retention, organizational profit, production, and customer satisfaction with the organization's products and services in a positive or negative way. The sort of labour turnover prevention program that will encourage employees to perform well will be determined by how well it meets their needs for status, job security, and survival, as defined by Maslow's hierarchy of needs (1943 and 1954). Managerial and supervisory turnover has long been a key human relations issue, and its importance in any particular company cannot be overstated. Almost all employers of labour confront a big problem with labour turnover nowadays, all around the world (Barmase and Shukla, 2013). This is due to the fact that it creates a significant financial strain on businesses and has a negative impact on productivity. Labour turnover is a serious workplace problem that cannot be overlooked by any meaningful and target driven organisation. Organizations all around the globe must endeavor to regulate and reduce labour turnover since it has both economic and psychological implications on production. In terms of psychological consequences, labour turnover has been associated with a number of negative job attributes such as low level of job satisfaction, low esteem for promotion opportunities, mental stress on the part of management on how best to sort and replace exited experienced workers etc. As a result, when a person departs abruptly, it throws the entire organization's production strategy into disarray. This might have a significant impact on the organization's production and, as a result, its effectiveness. If the company provides a service, employee turnover may have an impact on the quality and/or quantity of service provided, especially if one person's output is the input of another (Blau, 2014). Hill and Twist (2015) define labor turnover as withdrawal behaviors that lead psychologists to believe that it is the result of unfavorable workplace attitudes affected by factors such as income, job security, recognition and appreciation, working hours, and physical conditions, among others. There are also psychological withdrawal behaviors such as a lack of creativity or putting in little effort on a work, which frequently show as laziness and an unwillingness to think and enhance creativity (Pinder, 2018). There is also an attempt to comprehend managerial turnover and determine why employees leave their jobs. Carbery, Garavan, Brien, and McDomel (2013) believe that, all other things being equal, management turnover is likely to be lower than operational turnover, which might be due to the fact that they are more devoted and have a stake in the company. Labour turnover also has the effect of impeding the attainment of larger corporate objectives since it necessitates a significant investment in training, induction, growth, and skills development to replace personnel who leave the company. Controlling labour turnover, on the other hand, is critical for businesses and must be handled well due to the impact it has on organizational productivity (Adewole, 2017). In Nigeria, the issue of labour turnover cannot be neglected by many firms operating in the country. This is because ineffective labour turnover management in any Nigerian organization would have a significant negative impact on not just that organization's performance and output, but also on the economy as a whole. For example, in the late 1980s and early 1990s, Nigeria experienced a turning point in her history when Nigerian universities lost a slew of well-trained teachers in what became known as the "Brain-drain." Perhaps the situation that occurred in our universities had an impact on some businesses, such as the Nigerian Bottling Company Plc. and the 7up Bottling Company Plc., where some of these academics serve as consultants. Terrible pay rates, a lack of advancement, a lack of sufficient training of trained and competent labour force, and a poor work environment may have all contributed to such a choice to quit a company (Adewole, 2017). This is likely to have an impact on the manufacturing line in terms of profit maximization. The situation hasn't altered much since then, and many businesses are calculating their losses (Orji, 2018). According to a Mercer report on the total financial impact of employee turnover, the cost of labour turnover is sometimes misunderstood, seen as incalculable, or disregarded as a minor expense, yet the total cost of labour turnover is considerable, accounting for 36 percent of payroll. The actual cost of employing someone to cover absentee employees is a significant but frequently ignored expense. In Nigeria bottling firm and 7up Bottling Company Plc. Aba, Nigeria, this is a typical practice in enterprises that leads to a certain level of turnover and its probable impacts on productivity. Organizational Productivity is defined as an organization's, institution's, or business's ability to achieve desired outcomes with the least amount of energy, time, money, staff, material, and so on. It is a measure of an organization's ability to meet its output targets via the use of its labour, authority strategies, machinery, equipment, and assets (Adewole, 2017). Productivity increase is crucial for organizations since delivering more goods and services to customers equates to better profitability. As productivity rises, an organization's resources may be converted into revenues, allowing it to pay stakeholders while reserving cash flows for future development and expansion. With increased productivity, an economy may create and consume more products and services for the same amount of effort. Individuals (workers and customers), company executives, and analysts all value productivity (such as policymakers and government statisticians). Labour turnover is inextricably linked to an organization's productivity and is frequently a sign of other issues confronting both the organization and its personnel. A variety of strategies have been proposed by management scholars in order to overcome high rates of labour turnover among employees and enhance employee retention. According to Ibrahim, Usman, and Bagudu (2013), employees who resigned their employment did so due to bad working circumstances that required them to execute their tasks. Poor working circumstances owing to physical factors may result in reduced productivity and general job unhappiness. Nigerian bottling firms, such as Nigerian Bottling Company (NBC) and 7up Bottling Company Plc. (7UP), are not immune to the effects of high labor turnover. The capacity of these businesses to fulfill rising demand for their goods and services is heavily reliant on the efficiency of their skilled employees, who assure optimal production, sales, and profit margins. Labour turnover, particularly among experienced employees, is a major and continuous issue that employers of labor in these organizations are concerned about. This is due to the high expense of finding a substitute for such high quality, which is sometimes difficult to come by. Most new employees are more prone to accidents since there are more breakages and they make more mistakes than experienced workers, resulting in the expense of replacing a man exceeding the recruiting projections by a significant margin (Stessin, 2011). When a company's labor turnover is a problem, management must identify the root reasons, monitor the turnover rate, calculate the cost of turnover, and solve the issue. Given the reality of unemployment and economic hardship in Nigeria, knowing the impact of labor turnover on productivity at Nigerian Bottling Company (NBC) and 7up Bottling Company Plc. is crucial. Such knowledge will aid these businesses in developing effective labor turnover prevention plans that will allow them to function sustainably and adequately satisfy consumer needs as well as corporate objectives. As a result, the purpose of this study was to examine in depth how labor turnover management affects organizational productivity of Nigerian Bottling Company (NBC) and 7up Bottling Company Plc in Aba, Nigeria. 1.2 STATEMENT OF THE PROBLEM Despite the fact that there appear to be no permanent solutions, attempts have been made to reduce the problem of labour turnover. Many individuals have left their jobs due to factors such as professional progress, more promising positions, and external incentives such as higher pay scales, promotion in other companies, and pleasant working circumstances. High labour turnover can have a negative influence on a company's production. However, because of the restricted resources available for staff recruiting, the negative impacts on firms might be extremely severe. Employees who are happy in their jobs are less likely to leave. High employee turnover is typically a sign of a longer-term issue, such as a lack of improved pay structures, training or career opportunities, or promotion, to name a few. Workers who are dissatisfied with their occupations are inclined to depart (Mobly, 2017). Mobly (2017) goes on to say that being dissatisfied with a job isn't the only reason why individuals switch jobs; it may also be because the talents and competencies they possess are in high demand. They may be enticed to leave for greater salary, perks, or career advancement opportunities. Because enterprises have little influence over what happens in other firms, they may take efforts to boost employee morale in the workplace, making people who work for them happy and productive. For companies like Nigerian Bottling Company Plc. and 7up Bottling Company Plc., employee turnover is a major issue. The high rate of labor turnover in bottling businesses, which has risen to about 15% in Nigerian Bottling Company Plc. in 2019 (NBC, 2019) and 22% in 7up Bottling Company Plc. in 2019 (NBC, 2019), is one of the issues that inspired this study (7up, 2019). It is important to remember that a high labour turnover rate reduces an organization's revenue and profitability through lowering productivity. Another issue is that labour turnover increases hiring costs and training expenses, which is especially problematic in organizations that need to replace individuals with specialized skills and a high educational level to fill complicated job responsibilities. Recruiting new employees to replace those who have left the company might be a positive start in the right direction. However, their ability to match the unique abilities necessary for complicated activities previously performed by top executives, as well as highly paid vocations, is subject to cost impacts, making their replacement extremely challenging for the organization. This is likely to have a noticeable impact on the productivity of the company. This is not to suggest that every employee who leaves a company is dissatisfied with their work. Some people will retire, leave town, or abandon their jobs due to family obligations, a desire to change careers, or even the urge to start their own business (Kiunsi,2014). In terms of labour turnover management, there is a knowledge vacuum and a point of departure for prior studies on labour turnover and organizational productivity. There is a knowledge gap in understanding the effect of worker retention (pay and allowance) on sales quantity, the effect of worker training on profit, the effect of promotion on output and effect of workers skills on customers satisfaction in Nigerian Bottling Company Plc. and 7up Bottling Company Plc. Aba. Against this backdrop, this research work investigates labour turnover management and organisational productivity of Nigerian Bottling Company Plc. and 7up Bottling Company Plc in Aba, Nigeria. 1.3 OBJECTIVES OF THE STUDY The major aim of this study is to analyze the effects of labour turnover on productivity in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba, Abia state, Nigeria. Specifically, the study sought to examine the following objectives: (1) determine the effect of workers retention (pay and allowance) on sales quantity in Nigerian Bottling Company Plc. and 7up Bottling Company Plc. Aba; (2) determine the effect of workers training on profit in Nigerian Bottling Company Plc., and 7up Bottling Company Plc. Aba; (3) investigate the effect of promotion on output in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba; (4) determine the effect of workers skills on customers’ satisfaction in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba. 1.4 RESEARCH QUESTIONS Based on the specific objectives, the following research questions were raised. 1) What effect has workers’ retention (pay and allowance) on sales quantity in Nigerian Bottling Company Plc. and 7up Bottling Company Plc. Aba? 2) What effect has workers training on profit in Nigerian Bottling Company Plc., and 7up Bottling Company Plc. Aba? 3) What effect has promotion of workers on output in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba? 4) What effect has workers skills on customers satisfaction in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba? 1.5 RESEARCH HYPOTHESES From the above research questions, the following null hypotheses were formulated to guide the study. H01: There is no significant effect of workers’ retention (pay and allowance) on sales quantity in Nigerian Bottling Company Plc. and 7up Bottling Company Plc. Aba. H02: There is no significant effect of workers training on profit in Nigerian Bottling Company Plc., and 7up Bottling Company Plc. Aba. H03: Promotion of workers does not significantly correlate with output in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba, Nigeria. H04: Workers skills have no significant effect on customers’ satisfaction in Nigerian Bottling Company Plc., and 7up Bottling Company Plc., Aba, Nigeria. 1.6 SIGNIFICANCE OF THE STUDY The significance of this study is divided into empirical and theoretical significance. Empirical significance: This research will serve as a resource for all organizational management, particularly the management and employees of Nigerian Bottling Company Plc. and 7Up Bottling Company Plc. in Aba, Nigeria, in understanding labour turnover management and organizational productivity. The research will assist both commercial and public organizations, including the government, in limiting their human resource capabilities by implementing methods to minimize labour turnover through worker retention, training, rapid promotion, and skill development. It would give important information to Nigerian businesses' management and staff on employee retention and limiting the negative influence of labour turnover on organizational productivity. Theoretical significance: This study has contributed to the current body of information on labour turnover and organizational productivity. This study will be useful to scholars and postgraduate students in the Departments of Industrial Relations and Personnel Management, Business Administration, and Entrepreneurship because it will serve as a reference material for future researchers on the effects of labour turnover on organizational productivity. It may also pique the interest of other academies in conducting more study on the reasons and constraints of labour turnover in a company. The study will also help the Nigerian public and people in other disciplines understand the impact of labour turnover on the productivity of Nigerian Bottling Company Plc. and 7Up Bottling Company Plc., Aba. 1.7 SCOPE OF THE STUDY The scope of the study is divided into unit scope, content scope, and geographical scope. Unit scope: This study is on individual level of analysis of selected bottling companies in Aba. Content scope: This study covers only labour turnover management on organizational productivity between 2010 and 2019. Geographical scope: This study covered the Nigerian Bottling Company Plc. and 7Up Bottling Company Plc., Aba, Nigeria. 1.8 LIMITATION OF THE STUDY The most significant restriction of the study is having access to the office since the setting was extremely limited for security reasons, and entry into the business was mostly by invitation. As a result, obtaining an invitation to share the questionnaire and conduct interviews was extremely difficult, and there were limits on the number of times the researcher was authorized to enter the offices where the necessary information was obtained. As a result, the researcher had to devote many months to data gathering during the research process. Furthermore, there was a constraint on the number of years of information the researcher could be given by the organisations, since the selected bottling businesses only granted the researcher access to ten (10) years of data on different labour turnover management indicators and organisational productivity. Another difficulty encountered in performing this study was the inability to express the dependent variable "productivity" as well as the independent variable "labour turnover" with appropriate indicators for each specific aim. For this study, it took the intervention of the supervisory committee to resort to quantity of sales, profit, output, and customer satisfaction as appropriate indicators of organisational productivity, as well as worker retention (pay, allowances), worker training, promotion, and worker skills as appropriate indicators of labour turnover management. Generally, eliciting the required information from the various issues of the annual reports of Nigerian Bottling Company Plc. and 7Up Bottling Company Plc., Aba were the major constraint encountered in completing the study. The researcher was put through rigorous methods of transforming existing information to fit the necessary variables for the investigation. 1.9 OPERATIONAL DEFINITION OF TERMS Labour turnover: - This is the overall change in the number of people employed in a business entity during a particular period. It takes into consideration the number of exiting personnel, new joinees and the total number of workers as listed in the payroll at the end of a given period. Productivity: - is a phenomenon, which is concerned with the utilization of resources to produce a given output, the resources could be labour materials and capital. Incentives: - Something, which encourages you to work harder, start new activities. Remuneration: - An amount of money paid to someone for work done. Promotion: - is the Vertical movement of employees in the organization to a position of higher authority. Profit: - This is the financial benefit realized when revenue generated from a given business activity or numerous business activities exceeds the expenses, cost and taxes involved in sustaining the business activity in question. It calculated as the naira difference between total revenue and total expenses Output: - This is the number of units of goods produced in a specific time period. The period could be monthly or yearly. Retention: Retention refers to employees’ abilities to not only absorb and retain training or specialized skills, but to apply the learned skills to their job. Worker/Employee retention: Refers to the ability of an organization to retain its employees Sales quantity: This is the number of units of goods sold in a specific time period. The period could be daily, weekly, monthly, quarterly, biannually or yearly. Consumer satisfaction: Consumer satisfaction is a term that measures how products or services supplied by a company meet or surpass a customers’ expectation. Customer satisfaction is important because it provides marketers and business owners with the metric that they can use to manage and improve their businesses as well as shows how productively relevant the organisation is to its business environment.   CHAPTER 2 REVIEW OF RELATED LITERATURE 2.1 CONCEPTUAL REVIEW 2.1.1 Labour turnover Labor turnover, also known as staffing turnover, is defined as the ratio of employees who leave a firm due to attrition, dism

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