Employee Turnover in Non-Profit Organizations in Jimma Prefecture, Ethiopia

Sherif Abagelan

doi:10.7176/jaas/65-01

Abstract

This study aimed to investigate the factors that affects staff turnover in nonprofit organizations operate in Jimma area. Descriptive design was used. Data were collected via questionnaires with response rate of 93.5%. Finding of the study revealed that Push factor (ineffective management: low salary and benefit: lack of career growth opportunity and job related problem) have pertinent significant impact on employee turnover. Furthermore, the study indicated there is positive correlation between employee turnover and personal, push and pull factors. The study recommends nonprofit sectors should invest more to leadership development program and prepare standard human resource policy and update: offer competitive salary and prepare career growth development opportunity to retain staff in the organization. Keywords : Pull and push factors, Jimma, Non-governmental, turnover, Ethiopia DOI: 10.7176/JAAS/65-01 Publication date: June 30 th 2020

Highlights

Employee turnover is the number of permanent employees leaving the organization within the reported period versus the number of actual active permanent employees on the last day of the previous reported period
Nonprofit organizations are humanitarian institutions implementing in many countries of east Africa to support the poor community group and reduce poverty like any other areas of developing nations in the world (Taylor, 2010).Taylor further stated that high employee turnover is common occurrence and this is attributed to desire for more pay, improved environment, leadership structures and motivational reward among other issues
Descriptive analysis of factors influencing turnover intention Reason for joining and leaving NGOs The study findings revealed that 80 (93%) respondents indicated that better salaries were the primary reason for hiring in NGOs. other73 (84%) respondents pointed out that better career growth opportunity were the second reason they join nonprofit sectors

Summary

Introduction

Employee turnover is the number of permanent employees leaving the organization within the reported period versus the number of actual active permanent employees on the last day of the previous reported period. Armstrong, (2006) stated that employee turnover refers to the rate at which an employer gains and losses employee how long the staff leave and join the organization. The success of NGOs is determined by capacity of skilled professionals’ workers that undertake multiple tasks simultaneously without missing deadline. They recruit and select professionals from the labor market and train and orient them to the type of services they intent to the community where they work. Most of the NGOs are highly affected by staff turnover and subjected to financial and non-financial cost for replacing new worker to the organization. If the organization determines the most common causes of employee turnover, it would certainly able to take necessary steps for recruiting and retaining well-qualified personnel (Armstrong, 2009)

Objectives

Methods

Findings

Discussion

Conclusion