Abstract
This research focuses on the impact of staff turnover on organizational effectiveness and performance in Mada Walabu University. High staff turnover rates may jeopardize efforts to attain organizational objectives. In addition, when an organization loses a critical employee, there is a negative impact on innovation, consistency in providing service to primary users may be jeopardized and major delays in the delivery of services to customers may occur. The research design used in this study was the descriptive approach, which allowed the researcher to use semi-structured questionnaires when collecting data. The survey method used in this study because the target population only composed of 425 employees. The study employed Purposive, Simple Random sampling, and Convenience sampling techniques. A high response rate of 100% obtained using the personal method of data collection; questionnaire structured in a 5-point Likert scale format. Furthermore, the study interviewed human resource heads and ten voluntary employees with convenient sampling techniques. The study finding suggests that high labor demand and job opportunities in the market, lack of opportunity for career advancement in the organization, Unsatisfied with the working conditions, and no involvement in decision-making, are the foremost causes of employee turnover on organizational performance. The study finding also showed that staff turnover causes loss of some of the very experienced and skilled employees, reduction in work productivity and quality of services rendered as well as it causes too much wastage of resources when new staff settles and loses public confidence in the operation of the organization. In order to return the reduced university’s capacity in terms of national attrition rates, higher education access targets, quality education assurance, significant community, and technology transfer, and standardized research-based problem-solving culture due to staff turnover.
Highlights
In this world of globalization there are growing changes and challenges in the society in which we leave and in which our work organizations operate
The study findings indicated that perception towards causes and Retention strategies and effects of Employee turnover were positively associated with effect of turnover on organizational performance as represented by positive Pearson coefficients of 0.51 and 0.47, respectively
The main aim of this study was to investigate the impact of staff turnover on organizational effectiveness and performance
Summary
In this world of globalization there are growing changes and challenges in the society in which we leave and in which our work organizations operate. There are growing changes and challenges taking place inside work organizations themselves. Taye and Getnet / American Journal of Pure and Applied Biosciences, 2(3), 51-63, 2020 world of work among scholars in the field of management, organization behavior, and human psychology. It refers to the process whereby employees leave the organization. It is often suggested that organization should be adopt the clear Standard Operation Procedures (SOP’s) that decrease the gap among the top management and the middle management in order to identify and resolve the issue of employee turnover in the organization (Muhammad et al, 2013)
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