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.
Highlights
Human power is the key resource to any organization
The correlation analysis help know the nature of relationship or the degree of association between the factors/causes of turnover and the turnover intention
The fact that considerable number of its academic and administrative employees served less than a year can indicate DBU has hired substantial number of employees to replace those who quit their job
Summary
Human power is the key resource to any organization. Instructors and administrative staff members in higher institutions, such as Debreberhan University, have indispensable role to work towards producing capable and competent graduates that the labor market requires to accomplish different tasks. Proper handling of the human power in any organization is the major focus to any manager to be competent in the competitive and dynamic business world through reducing turnover of experienced and best employees. Employees’ turnover is a well-recognized issue of critical importance to the organizations. The question of employee turnover has come to gain greater attention especially in this new century. Companies take a deep interest in their employee turnover rate because it is a costly part of doing business. Lack of employees’ continuity involves high costs in the induction and training of new staff.
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