Succession Planning: A Motivational Factor for Employees in Private Organisations Toward the Achievement of Sustainable Development

Abstract

This study examined succession planning as a motivational factor for employees in private organisations toward achieving sustainable development, focusing on private universities in Nigeria. It emphasised the critical need for succession planning to ensure leadership continuity and organisational sustainability (Hafnidah et al., 2025), noting that many private universities struggle to develop effective succession plans, which negatively affect employee motivation, retention, and performance (Beryl et al., 2020). The study aimed to evaluate the role of succession planning in enhancing employee motivation and contributing to sustainable development, with objectives including assessing its impact on employee commitment, identifying barriers to effective implementation (West, 2019), and proposing solutions to address these challenges. The research questions explored the relationship between succession planning practices and employee satisfaction, as well as implementation challenges faced by universities. The study is significant as it provides insights into the importance of structured succession planning for fostering a motivated and skilled workforce essential for long-term success. The scope was limited to four private universities in Nigeria—Afe Babalola University, Ado-Ekiti; Wesley University, Ondo; Ajayi Crowther University, Oyo; and Adeleke University, Ede—with a sample size of 200 employees. Guided by the motivation–hygiene theory (Herzberg’s two-factor theory), the study adopted a mixed-methods approach combining quantitative surveys and qualitative interviews. The findings showed that effective succession planning positively influenced employee motivation and organisational success, leading to the conclusion that strengthening succession planning and leadership development programmes is essential for achieving sustainable development.