Determinant Factors Of Turnover Intention Of Employees; The Case Of FDRE Ministry Of Education
Creators: name: Kebite, Umer
Publisher: name: National Academic Digital Repository of Ethiopia
Year: 2018

description: The rate at which employees enter and withdraw from organization has become a source of concern to HR managers given the damaging effect of frequent turnover could have on organizations. Turnover intention is defined as an employee's intent to find a new job with another employer or organization. Turnover intention is basically the manifestation of one's inner feeling about his or her job. In other words, it is an emotional state linked to one's job, which would effectively be translated into job behaviors, and in due course would positively or negatively affect the overall performance of an employee. The main objective of the study is to identify the determinant factors that affect turnover intentions of employees and the method employed to investigate the problems is descriptive research. Both quantitative and qualitative method is used to assess the variables of the study i.e.; personal factors, internal (push) factors and external (pull) factors which are associated with turnover intentions of employees in the Ministry of Education. The researchers have used stratified sampling method to select the samples that are representative and 252 employees were selected by proportionate stratified random sampling. The primary data has been gathered through close ended questionnaire using five point likert scales from existing employees and in-depth interview was conducted with the HR director and personnel's. The data that was gathered through questionnaires were analyzed by using a software package called SPSS version 20 and the interview results were analyzed via description of facts. The researcher has found out that turnover intention in the organization is affected by a combination of personal factors, internal (push) factors and external (Pull) factors significantly. Among personal factors; health problems, wanting to have personal business or planning to open a new business and family related problem, certain female employees quit after giving birth because they want to focus their attention into their families, job expectation not fulfill by the organization and desire to learn new skill. The major internal (push) factors; lack of motivation and reward for good work or performance, dissatisfaction with salary and benefit packages, little opportunities for promotion and development or career advancement, lack of recognition for the accomplishment of work, dissatisfaction with the job assignment, content and description, lack of freedom and fairness/justice, lack of communication and participation in decision making, dissatisfaction with leadership and supervision, lack of work life balance and lack of conducive working environment or poor relationship with co-workers. The key external (pull) factors; availability of high salary and benefit packages offered in the other organization or industry, perceived alternative employment opportunities, better career advancement and good boss as well as new challenge and interesting work, good organization culture and support and better life-work balance manifested in other organization or industry. Generally, based on the above findings the researchers were forward the possible recommendation and future research direction