Determinants of University Staff Turnover Intention: The Case of Dire Dawa University, Ethiopia

Mesfin Haileyesus

doi:10.7176/jesd/10-17-03

Abstract

The turnover rate of academic staff in Ethiopian universities has been increasing from time to time. This is aggravated by the increase of brain drain. High employee turnover rates may jeopardize efforts to attain organizational objectives. It indicates that turnover is one of the most expensive and difficult workforce challenges facing organizations. The effect of employee turnover results extra work load on the remaining employees. Increased workload of employees leads to decrease employee morale and increases stress level, which in turn increases employee absenteeism. To identify factors that affects academic staff turnover intention at Dire Dawa University. Data was collected from 154 sample academic staff of the University. To analyze the data Chi-square test and binary logistic regression analysis method was employed. The findings of this study showed that factors such as job satisfaction, job security, salary, allowance/incentive, career growth opportunity, training opportunity, good relationship with Employees and good relationship with head were found to be the significant factors that affect staff turnover intention. However, there is no statistically significant association between turnover intention and factors such as sex, age, marital status, educational level and work experiences of employees. Keywords : - academic staff, staff turnover intention, binary logistic DOI : 10.7176/JESD/10-17-03 Publication date :September 30 th 2019

Highlights

High employee turnover rates may jeopardize efforts to attain organizational objectives
The estimated odd ratio of an employee who feels that allowance/incentive payment at Dire Dawa University is not better is 6.745
This imply that the probability of having intention to quit job for an employee who feels that allowance/incentive payment at Dire Dawa University is not better is 6.745 times higher than for employee who feels that allowance/incentive payment at Dire Dawa University is better controlling for other covariates in the model

Summary

Introduction

High employee turnover rates may jeopardize efforts to attain organizational objectives. It indicates that turnover is one of the most expensive and difficult workforce challenges facing organizations. Employee turnover can be extremely devastating for any company (Kemal, 2013). Chen et al (2010) state employee turnover as a serious issue, in the area of human resource management. This might happen when a poor performer is replaced by a more skilled employee and when a retired employee replaced by a younger one. Employee turnover may be costly as it requires different cost to take account such as administrative costs of recruitment, cost of covering during the period in which there is a vacancy, training cost for the new employee etc (Shamsuzzoha, 2003)

Methods

Findings

Discussion

Conclusion