FACTORS INFLUENCING STAFF TURNOVER IN LOGISTICS MANAGEMENT

Abstract

Purpose : The general objective of the study was to investigate the factors influencing staff turnover in humanitarian sector Methodology : This study employed descriptive survey design. The population of this study was drawn from the employees of various NGOs registered with the 4 NGO coordinating bodies. This study used primary data, which was collected through use of a questionnaire. Results: Data analysis revealed that remuneration was important in explaining staff turnover. This is supported by a p value 0.000 which means that remuneration is a statistically significant predictor of staff turnover. Results from data analysis show that job specific factors is important in determining staff turnover as demonstrated by a p value of 0.894 and a beta coefficient of 0.007.this implies that job specific factors is a statistically insignificant predictor of staff turnover. In addition, environment is important in determining staff turnover as demonstrated by a p value of 0.000 and a beta coefficient of 0.445. Lastly, supervision was important in explaining staff turnover. This is supported by a p value of 0.016 and a beta coefficient of 0.589, which means that supervision, is a statistically significant predictor of staff turnover. Unique contribution to theory, practice and policy : The findings and conclusions of this study can add value to various stakeholders. The management of NGOs will be able to appreciate the importance of remuneration and work environment in retention of employees. The human resource managers will be able to establish competitive human resource practices that are meant to control staff turnover.