The research study is entitled ‘The pattern, Intent and Causes of Employees’ Turnover in Debrebrhan University.” The aim in this paper was mainly to investigate the pattern of employees’ turnover using a concrete data from concerned units, and discover the employees’ turnover intentions and the reasons for the turnover intent. In this survey study the investigators used a quantitative research method/design and a stratified sampling technique. To achieve the research objective, data was collected from the existing staffs through a five-point Likert scale structured questionnaire. Besides the overall trend of human resource mobility was collected from the Human Resource Directorate of the organization. A total of 441 questionnaires were distributed proportionately. Out of the 229 questionnaires dispensed to academic employees 147 (64.20%) questionnaires were qualified for analysis. And among the 212 questionnaires dispatched to administrative staff 145 (68.4%) were qualified for analysis. To organize and process the data gathered through the questionnaire the software statistical package for social science (SPSS) was used. And both descriptive and inferential statistics were employed to analyze the data. And all the data collected is presented in the form of tables. As per the findings, it is concluded that DBU has had high rate of turnover for the last four years from 2004 to 2007 E.C. (with an average 9.04% and 8.23% turnover rate of academic and administrative employees, respectively) for different reasons. It may also keep facing Turnover of its employees in the future as it is evident from the data analysis that a large amount of the employees of DBU usually think to leave the organization soon if any alternative job comes. For the academic staff it is the push factors that have positive and significant contribution to intention to quit. But for the administrative employees it is the pull factors found to have positive and significant contribution to intention to quit. The main push causes of turn over intention in both the academic staff and administrative staffs are: inadequate salary, inadequate fringe benefits, and inadequate motivation and encouragement, among others.
| Published in | Journal of Human Resource Management (Volume 8, Issue 1) |
| DOI | 10.11648/j.jhrm.20200801.14 |
| Page(s) | 21-31 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2020. Published by Science Publishing Group |
Employees Turnover, Pattern of Employees Turnover, Turnover Intent, Causes of Turnover
| [1] | Siong, Z. M. B, et al (2006). Predicting Intention to Quit in the Call Center Industry: Does the Retail Model Fit? Journal of Managerial Psychology, 21 (3), 231-243. |
| [2] | Yared, D. (2007). Staff Turnover in International Non-Governmental Organizations (NGOs): A Case Study of International Rescue Committee (IRC), Addis Ababa University School Of Graduate Studies |
| [3] | Ongori, H. (2007). A Review of the Literature on Employee Turnover. African Journal of Business Management, pp. 049-054. |
| [4] | Drucker, P. (1999). Management for the 21st century, New York: Harper Collins. |
| [5] | Bluedorn, A. (1982). A unified model of turnover from organizations. Journal of Human Relations, 35 (2), 135-153. |
| [6] | Mihyo, B. P (2007). Staff retention in African Universities and Links with Diaspora study. Report on working group on Higher Education, Windhoek. |
| [7] | Debrah, Y. (1994). Management of operative staff in a labour-scarce economy: the views of human resource managers in the hotel industry in Singapore. Asia Pacific Journal of Human Resources, 32 (1), 41-60. |
| [8] | Shaw, J. D.(2010). Turnover rates and Organizational performance. Carlson School of Management, University of Minnesota, organizational psychology review, available at http://opr.sagepub.com/content/1/3/187.refs. |
| [9] | Melese, A. (2013). Factors affecting teacher job satisfaction in Ethiopian Government Universities, Addis Ababa University School of Commerce. |
| [10] | Haile, K. (2013). The Effect of Human Resource Management Practices on Employees’ Performance, A Comparative Study of Private and Public Banks (In Ethiopia), Addis Ababa University School of Commerce. |
APA Style
Haile Kalayu, Bekele Meaza, Melese Abebe. (2020). The Pattern, Intent and Causes of Employees’ Turnover in Debreberhan University. Journal of Human Resource Management, 8(1), 21-31. https://doi.org/10.11648/j.jhrm.20200801.14
ACS Style
Haile Kalayu; Bekele Meaza; Melese Abebe. The Pattern, Intent and Causes of Employees’ Turnover in Debreberhan University. J. Hum. Resour. Manag. 2020, 8(1), 21-31. doi: 10.11648/j.jhrm.20200801.14
AMA Style
Haile Kalayu, Bekele Meaza, Melese Abebe. The Pattern, Intent and Causes of Employees’ Turnover in Debreberhan University. J Hum Resour Manag. 2020;8(1):21-31. doi: 10.11648/j.jhrm.20200801.14
Share This Article
Twitter
Linked In
Facebook
Copy
Download@article{10.11648/j.jhrm.20200801.14,
author = {Haile Kalayu and Bekele Meaza and Melese Abebe},
title = {The Pattern, Intent and Causes of Employees’ Turnover in Debreberhan University},
journal = {Journal of Human Resource Management},
volume = {8},
number = {1},
pages = {21-31},
doi = {10.11648/j.jhrm.20200801.14},
url = {https://doi.org/10.11648/j.jhrm.20200801.14},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20200801.14},
abstract = {The research study is entitled ‘The pattern, Intent and Causes of Employees’ Turnover in Debrebrhan University.” The aim in this paper was mainly to investigate the pattern of employees’ turnover using a concrete data from concerned units, and discover the employees’ turnover intentions and the reasons for the turnover intent. In this survey study the investigators used a quantitative research method/design and a stratified sampling technique. To achieve the research objective, data was collected from the existing staffs through a five-point Likert scale structured questionnaire. Besides the overall trend of human resource mobility was collected from the Human Resource Directorate of the organization. A total of 441 questionnaires were distributed proportionately. Out of the 229 questionnaires dispensed to academic employees 147 (64.20%) questionnaires were qualified for analysis. And among the 212 questionnaires dispatched to administrative staff 145 (68.4%) were qualified for analysis. To organize and process the data gathered through the questionnaire the software statistical package for social science (SPSS) was used. And both descriptive and inferential statistics were employed to analyze the data. And all the data collected is presented in the form of tables. As per the findings, it is concluded that DBU has had high rate of turnover for the last four years from 2004 to 2007 E.C. (with an average 9.04% and 8.23% turnover rate of academic and administrative employees, respectively) for different reasons. It may also keep facing Turnover of its employees in the future as it is evident from the data analysis that a large amount of the employees of DBU usually think to leave the organization soon if any alternative job comes. For the academic staff it is the push factors that have positive and significant contribution to intention to quit. But for the administrative employees it is the pull factors found to have positive and significant contribution to intention to quit. The main push causes of turn over intention in both the academic staff and administrative staffs are: inadequate salary, inadequate fringe benefits, and inadequate motivation and encouragement, among others.},
year = {2020}
}
TY - JOUR T1 - The Pattern, Intent and Causes of Employees’ Turnover in Debreberhan University AU - Haile Kalayu AU - Bekele Meaza AU - Melese Abebe Y1 - 2020/01/31 PY - 2020 N1 - https://doi.org/10.11648/j.jhrm.20200801.14 DO - 10.11648/j.jhrm.20200801.14 T2 - Journal of Human Resource Management JF - Journal of Human Resource Management JO - Journal of Human Resource Management SP - 21 EP - 31 PB - Science Publishing Group SN - 2331-0715 UR - https://doi.org/10.11648/j.jhrm.20200801.14 AB - The research study is entitled ‘The pattern, Intent and Causes of Employees’ Turnover in Debrebrhan University.” The aim in this paper was mainly to investigate the pattern of employees’ turnover using a concrete data from concerned units, and discover the employees’ turnover intentions and the reasons for the turnover intent. In this survey study the investigators used a quantitative research method/design and a stratified sampling technique. To achieve the research objective, data was collected from the existing staffs through a five-point Likert scale structured questionnaire. Besides the overall trend of human resource mobility was collected from the Human Resource Directorate of the organization. A total of 441 questionnaires were distributed proportionately. Out of the 229 questionnaires dispensed to academic employees 147 (64.20%) questionnaires were qualified for analysis. And among the 212 questionnaires dispatched to administrative staff 145 (68.4%) were qualified for analysis. To organize and process the data gathered through the questionnaire the software statistical package for social science (SPSS) was used. And both descriptive and inferential statistics were employed to analyze the data. And all the data collected is presented in the form of tables. As per the findings, it is concluded that DBU has had high rate of turnover for the last four years from 2004 to 2007 E.C. (with an average 9.04% and 8.23% turnover rate of academic and administrative employees, respectively) for different reasons. It may also keep facing Turnover of its employees in the future as it is evident from the data analysis that a large amount of the employees of DBU usually think to leave the organization soon if any alternative job comes. For the academic staff it is the push factors that have positive and significant contribution to intention to quit. But for the administrative employees it is the pull factors found to have positive and significant contribution to intention to quit. The main push causes of turn over intention in both the academic staff and administrative staffs are: inadequate salary, inadequate fringe benefits, and inadequate motivation and encouragement, among others. VL - 8 IS - 1 ER -
Email: