This paper examines the causes, consequences and control of labour mobility in small and medium organisations (SMOs) in Nigeria, using a triangulation of quantitative and qualitative data with Rational Action and Work Adjustment Theories. Data were collected through administration of 500 copies of a structured questionnaire, 40 in-depth interviews and 10 focus group discussions in ten local government areas of Lagos State, Nigeria. Data from the questionnaire were subjected to descriptive and inferential statistics, while data from the in-depth interviews and focus group discussions were processed through content analysis. Findings revealed that the respondents' monthly income was relatively low, as their mean monthly income was N30, 103.50. Most of the respondents exhibited tendency towards labour mobility. More than half of the respondents mentioned their prior experience of labour mobility. A combination of several factors significantly predict tendency towards labour mobility among the respondents in SMOs. Higher salary and better positions elsewhere could motivate many workers to quit their jobs in SMOs in Nigeria. Employees in SMOs in Nigeria are generally less fulfilled due to poor reward systems. Employers of labour in small and medium organisations should therefore provide adequate rewards with enough pportunities for job enrichment. © EuroJournals Publishing, Inc. 2011.
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