DETERMINANTS OF EMPLOYEE TURNOVER IN NON-GOVERNMENTAL ORGANIZATIONS IN KENYA; CASE OF JOHNS HOPKINS
Abstract
The prevalence of employee turnover has received considerable attention by senior management, human resources professionals, and industrial psychologists. It has proven to be one of the most costly and seemingly intractable human resource challenges confronting organizations. The general objective of the study was to establish the determinants of employee turnover in non-governmental organizations in Kenya; case of Jhpiego organization. The study sought to determine the effect of reward programme on employee turnover in Non-governmental organizations and to establish the effect of Job satisfaction on employee turnover in Non-governmental organizations. The study was conducted using descriptive survey design. The target population consisted of all the 185 employee of Jhpiego organization. The study was a census survey where all the target population was used. The study used primary data which was collected using pre-determined questionnaires. Descriptive analysis and inferential statistics were employed in the analysis. Statistical Package for Social Sciences version 22 software was used in the analysis. Tables and other graphical presentations were used to present the data. Inferential statistics such as regression analysis was applied to determine the relative importance of each of the four variables with respect to employee turnover. The study found that adequate reward system in the organization would effectively reduce the employee turnover rate. A good rewarding system motivates employees in an organization. Inadequate reward is a major reason why employees leave the organization. Job satisfaction is an overall determinant of employee turnover in nongovernmental organizations and Job dissatisfaction demotivated employees to be loyal to the organization. The study recommended that policies be formulated to ensure that rewards systems are put in place clearly indicating conditions upon which these rewards were offered.
Key Words: Reward Programmes, Job Satisfaction, Employee Turnover
Full Text:
PDFReferences
Abassi, D & Hollmank, W. (2011). "Turnover: the real bottom line", public Personnel management, 2, (3), 333-342.
Alamdar H. K. (2014) Impact of job satisfaction on employee turnover: An empirical study of Autonomous Medical Institutions of Pakistan. University of the Punjab.
Allen, N. J., & Meyer, J. P. (2003). Affective, continuance, and normative commitment to the organization: An examination of construct validity. Journal of Vocational Behavior, 4, (9), 252-256.
Amamo, A. (2013). A survey of factors that attract and retain FM radio presenters in Kenya Unpublished MBA project University of Nairobi.
Aman R.F. (2012). The causes and effects of employees’ turnover: the case of Oromia water works design and supervision enterprise. Unpublished MBA project University of Tanzania.
Armstrong M. (2011), A handbook of Human Resource Management. Practice. Kogan Page, London.
Armstrong M. (2011), A Handbook of personnel management practice, Kogan
Arthur, M. & Rousseau, D. (1996). “Introduction: The boundary less career as a new employment principle”. In M. Arthur and D. Rousseau (eds). The Boundary less Career: A New Employment Principle for a New Organizational Era. New York: Oxford University Press, 3-20
Asingo, E. A. (2014). Managers perception of the influence of rewards on employee retention at south Nyanza sugar company limited. Unpublished MBA project University of Nairobi.
Barnard. C. (1994). Functions of the Executive. Mass.: Harvard Univ. Press, 19-20.
Bassi, L., & Buren, M. V. (2010). Valuing investments in intellectual capital. International Journal of Technology Management 18(5), 414-432. Arlond, E. (2005). Managing human resources to improve employee retention. The Health Care Manager, 24, (2), 132-140.
Beach, L.R (2011) Image theory: decision making in personal and organizational contexts.
Becker, G. (1964) Human Capital: A Theoretical and Empirical Analysis With Special Reference to Education. Chicago: The University of Chicago Press.
Bloom, N., & Van Reeenan, J. (2011). Management practices, work-life balance, and productivity: A review of some recent evidence. Oxford Review of Economic Policy, 22, (4), 457-482.
Bloom, N., Kretschmer, T., & Van Reenen, J. (2011). Are family-friendly workplace practices a valuable firm resource?. Strategic Management Journal, 32 (4), 343-367.
Bosire, R. K. (2015). Factors influencing employee turnover in Kenyan media industry: The case of nation media group Nairobi County. Unpublished MBA project University of Nairobi.
Bratton, J., & Gold, J. (2009). Human resource management: Theory and practice. (4th ed.). Basingstoke, Hampshire, UK: Pal grave Macmillan.Appendix I: Letter of Introduction
Brownell, J and Judi, R. (2011) Striking a balance; the future of work and family issues in the Hospitality industry: The Haworth Press inc. 28, (2), 21-26.
Bula, H. O. (2012). Labor Turnover in the Sugar Industry in Kenya. Unpublished MBA project Kenyatta University.
Cappelli, P. (2011). Talent on demand: Managing Talent in the Age of Uncertainty. Boston: Harvard Business Press.
Chege, J. K (2014). The effects of job satisfaction on job turnover. Unpublished MBA project University of Nairobi.
Chiang Hui-Yu (2013) The effect of work-life balance policies on women employees turnover. Graduate school of Economics, Osaka University .Mamiko Takeuchi.
Clark, S. C. (2014). Work/family border theory: A new theory of work/family balance. Human Relations, 53, (2): 747–770.
Cole, G.A. (2012) Personnel and Human Resource Management, 5th Ed. Continuum London: York Publishers.
Cooper R.D. & Schindler S.P. (2006). Business research methods (7th Ed). New York: Irwin/McGraw Hill.
Cotton, J. & Tuttle, J. (2014). Employee Turnover: A Meta Analysis and Review with Implications for Research. Academy of Management Review 11, 55-70.
Creswell, J. W. (2003). Research Design, Qualitative, Quantitative and Mixed Approach (2nd edition). London: Sage publications thousand Oaks.
Degraft-otoo, E. (2012). The effect of training and development on employee performance at accra polytechnic. Unpublished MBA project Accra polytechnic.
Dess, G. G and Shaw, J. D (2012), “Voluntary Turnover, Social Capital and Organizational Performance”, The Academy of Management Review, 26(3): 446-456.
Dizaho, Kadarko Esther (2013) Impact of work life balance on employees loyalty, satisfaction and productivity. Unpublished MBA project University of technology, Malaysia.
Doherty, L & Manfredi, S (2012), Action research to develop work life balance in UK University, Women in Management Review, 21, (3), 241-59.
Elizabeth M. (2012). Job Satisfaction and Employee Turnover Intention. Unpublished Masters of Arts Project Columbia University.
Ellickson, M. and Logsdon, K. (2012), "Determinants of job satisfaction of municipal government employees", State Local Government Review, 33, (3), 173- 84.
Esther, G. M. (2013). Factors influencing employees’ turnover in the banking industry: National Bank of Commerce (NBC) head office dar es salaam. Unpublished MBA project university of Tanzania.
Fisher-McAuley, G., Stanton, J., Jolton, J., & Gavin, J. (2003). Modelling the relationship between work-life balance and organisational outcomes. Paper presented at the Annual Conference of the Society for Industrial-Organisational Psychology. Orlando, April 12, 2003, 1-26.
Fortino, P., Ninemeier, J. (1996). Industry in the dark about turnover rate, Lodging, 22, (4), 25.
Gachanja, D. (2014). Workers motivation and labour turnover among sales agents. A case study of British American Tobacco. Unpublished MBA project University of Nairobi.
Gilbert, F., Lope, A., & De Alós, R. (2014): Las organizaciones firmriales y las firms ante la conciliación de la vida laboral, familiar-personal. Papers: revista de sociología, 83, 57-82
Grant, R. M. (2010). Contemporary strategy analysis.7th edition. London: Palgrave-McMillan
Greenberg, J. (2011) “Employee Theft as a Reaction to Underpayment Inequity: The Hidden Cost of Pay Cuts” Journal of Applied Psychology 75, (5), 561-568.
Grobler, P. A., Warnich, S., Carrell, M., Elbert, N. F. and atfield, R. D. (2010), “Human Resource Management in South Africa, (3rd Edition)”, London: Thomson Learning
Gupta, N. and Shaw,J.(2011) Pay fairness and Employee outcomes. Exacerbation and attenuation effects of financial needs. Journal of Occupational and Organizational Psychology, 74 (3), 22.
Hatch, N. W., & Dyer, J. H. (2011). Human capital and learning as a source of sustainable competitive advantage. Strategic management journal, 25, (12), 1155-1178.
Hinkin,T.R and Tracey,J.B. (2012) The cost of turnover, The Cornell HRA Quarterly .page 14-21.
Horn, P. & Griffeth, R. (2014). Employee turnover, south western College publishing, cincinnati, oh, 200-340.
Igbaria, M and Greenhaus, J. H. (2012). Determinants of MIS employees' turnover intentions: Singapore Study ", The International Journal of Human Resource Management, 6, (1): 122-131.
Israel, G. D. (2009) Determining Sample Size. Program Evaluation and Organizational Development, Institute of Food and Agricultural Sciences (IFAS), University of Florida, Gainesville 32611.
Jhpiego Annual Report 2016.
Kataike, S. (2011). Factors influencing employee turnover in organizations: a Case of Kenya medical research institute programme - Kisumu District. Unpublished MBA project University of Nairobi.
Kibet, J. (2015). Rethinking and Managing Non-Profit Organisations in Africa in Management of Organisations in Africa: A Handbook and Reference, edited by Waiguchu, J, Tiagha, E &Mwaura, M . London: Quorum Books.
Kinicki, A and Kreitner, R. (2011), Organizational Behavior, McGraw-Hill, New York, NY.
Koh, H.C. and Goh, C.T. (2015), " An Analysis of the Factors Affecting the Turnover Intention of Non-managerial Clerical Staff: A Singapore Study ", The International Journal of Human Resource Management, 6,(1), 122-131.
Konrad, A., & Managel, R. (2014). The impact of work-life programs on firm productivity. Strategic Management Journal, 21, (12), 1225-1237.
Kuria.S., Odingi, A & Wanderi, P (2012).Assessment of Causes of Labour Turnover in Three and Five Star-Rated Hotels in Kenya. Unpublished MBA project Kenyatta University.
Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee retention: Organisational and personal perspectives. Vocations and Learning, 2, (3), 195- 215.
Kyule, F. (2014). Determinants of staff turnover in the hospitality industry in Kitui town, Kitui County, Kenya. Unpublished MBA project Kenyatta University.
Lewis, R. E and Heckman, R.J. (2010), “Talent Management: a Critical Review”, Human Resource Management Review, 16: 139-154.
Luecke, R. (2012). Hiring and keeping the best people. Boston: Harvard University Press.
Mamoria, P. (2011). The bottom line in employee compensation. Association Management, 53(4), 44-47.
Mano, O.D (1994). The Differences between Barnard's and Simon's Concepts of Organization Equilibrium--Simon's Misunderstanding about Barnard's Intention: Economic journal of Hokkaido University 23, 13-28.
March, J. G and Simon, H. A. (1958), “Organizations, (2nd edition)”, Wiley-Bladewell. Marketing, 18, (3): 219-236.
Masdia M. (2012). Job satisfaction and turnover intention among the skilled personnel in triplc berhad. Unpublished MBA. Project University of Utara Malaysia.
Messersmith, J., (2007). “Managing Work-life Conflict among Information Technology Workers”, Human Resource Management, 46, (3): 429 – 451.
Mincer, J. (1974).Schooling, Experience, and Earnings.Human Behavior & Social Institutions No. 2.
Miner, J. B.(2013). Organizational Behavior: Essential theories of motivation and leadership. Volume 1. M.E. Sharp, 2013.
Mokaya, S. O and Kittony, L. K (2012), “Factors that Influence Labour Turnover of Aircraft Maintenance Engineers in Kenya: A Case of Kenya Airways”, Paper presented at Makerere University Business School International Management and Conference.
Moore, J. E., (2011), “One Road to Turnover: An Examination of Work Exhaustion in Technology Professionals”, MIS Quarterly, 24, (1): 141-168.
Muathe, S. M. A., Kwenin, D O & Nzulwa, R. D. (2013). The influence of employee rewards, human resource policies and job satisfaction on the retention of employees in Vodafone Ghana limited. Unpublished MBA project Kenyatta University.
Mugenda, & Mugenda, (2003). Research methods; Quantitative and qualitative approach. Nairobi: Acts Press.
Mullins. R. (1996). Managing the outsourced enterprise, Journal of Business Strategy, 17, (4), 28 – 36
Mulwa, R. S. (2011). An investigation of the impact of employee training on job satisfaction and retention: a case study of Kenya Medical Research Institute (KEMRI). Unpublished MBA project Kenyatta University.
Mutune, K. & John M. (2013) Factors that Influence Secondary School Teachers' Turnover in Mbeere South District, Embu County, Kenya. Unpublished MBA project Kenyatta University.
Ngure, W. A. (2012). Determinants of labour turnover among the micro finance institutions in Kenya. Unpublished MBA project Kenyatta University.
Njama, K M. (2012). Factors contributing to high employee turnover in CARE Kenya's refugee assistance project in Dadaab- Garissa district. Unpublished MBA project Kenyatta University.
Njoroge, S. (2009).A survey of factors that influence employee retention in Manufacturing firms in Nairobi. Unpublished MBA project University of Nairobi.
Njuguna, T. M (2010), “Factors Influencing Labour Turnover In Fuel Service Stations In Nyahururu”, International Journal of Business and Social Science, 3, (6): 41 – 53.
Orodho, J.A. (2005). Elements of Education and Social Science Research Methods. Nairobi: Masola Publishers.
Osoian, C., Lazar, L., & Ratiu, P. (2011). “The benefits of implementing and supporting work – life balance policies in organizations”. Babe?-Bolyai University, Cluj-Napoca. Rumania.
Prerna. (2012). Work / Life Balance In Corporate Sector. International Journal of Marketing and Technology , 1, 136-147.
Price, J. (2013). The study of turnover, 1st edition, Iowa state University press, pp10-25.
Punden, A. (2013). A survey of factors influencing staff turnover in Teachers Service Commission in Kenya. Unpublished MBA project Kenyatta University.
Rashed S. S. (2012).The Work Life Balance and Job Satisfaction in Oil and Gas organisations in the UAE context. Unpublished MBA project The British university of Dubai.
Samson, Kuria., Alice N & Wanderi, P. M. (2012). Assessment of Causes of Labour Turnover in Three and Five Star-Rated Hotels in Kenya. Unpublished MBA project Kenyatta University
Samuel, M. O. and Chipunza, C. (2009), “Employee Retention and Turnover: Using Motivational Variables as a Panacea”, African Journal of Business Management, 3, (8): 410 – 415.
Sands J., and Harper T.L. 2007). Family-Friendly Benefits and Organisational Performance. Business Renaissance Quarterly, 2, (3), 107-126.
Schultz, Theodore W. (1961) Investment in Human Capital. American Economic Review 51(1): 1-17.
Sell, L. and B. Cleal (2011). Job Satisfaction, Work Environment, and Rewards: Motivational Theory Revisited. Labour 25, (1): 1-23.
Shropshire, J., and Kadlec, C. (2012), “Feeling Marginalized: Turnover of Public-Sector it Professionals”, Journal of Emerging Trends in Computing and Information Sciences, 3, (6): 848-864.
Shropshire, J., and Kadlec, C. (2012), “Feeling Marginalized: Turnover of Public-Sector it Professionals”, Journal of Emerging Trends in Computing and Information Sciences, 3(6): 848-864.
Sirtuy, E. (2015). Perceived influence of learning and development on employee retention at Kenya Power. Unpublished MBA project University of Nairobi.
Spector, P. (2011), Satisfaction: Application, Assessment, Causes and Consequences, Sage, London.
Strober, M. H. (1990). Human capital theory: Implications for HR managers. Industrial Relations: A Journal of Economy and Society, 29, (2), 214-239.
Taylor, S. (2010) People and Organization Employee Resourcing. Prentice-Hall, Sidney; Australia.
Tett, R. P. and Meyer, J. P. (2013), “Job Satisfaction, Organizational Commitment, Turnover Intention: Path Analyses Based on Meta-analytic Findings”, Personnel Psychology, 46: 259-293.
The National Council of NGOs Report, 2015.
Togia, A., and Tsigilis, N. (2014), Job satisfaction among Greek academic librarians, Library & Information Science Research, 26, 373-83
Ugboro, I.O. (2015). “Organizational Commitment, Job Redesign, Employee Empowerment and Intent to Quit Among Survivors of Restructuring and Downsizing”, Institute of Behavioural and Applied Management, North Carolina A&T State University.
Yohannes M. (2014). Factors affecting employee turnover and its impact on Ethiopian evangelical church Mekane yesus. Unpublished MBA project Addis Ababa University.
Yutaka Y. (2014). Effect of organizational family supportiveness on employee’s turnover intention. Unpublished MBA project University of Tsukuba.
DOI: http://dx.doi.org/10.61426/sjbcm.v4i2.431
Refbacks
- There are currently no refbacks.
This work is licensed under a Creative Commons Attribution 3.0 License.
PAST ISSUES:
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.