FACTORS AFFECTING EMPLOYEE TURNOVER AND TURNOVER INTENTION: THE CASE OF HARAMAYA UNIVERSITY

Abstract

The purpose of this study was to identify factors that affect staff turnover and staff turnover intention at Haramaya University. Both primary and secondary sources of data were used and the primary data was gathered through questionnaires and interviews. Data was collected from both academic and administrative staff that are currently on their jobs, employees that quitted their jobs and from available compiled documents. To achieve the research objectives, mixed research design quantitative and qualitative; with predominantly quantitative method was employed. Descriptive statistics tools such as frequency and percentage were used to present the collected data and to point out special features. Chi-square test was employed to test whether there is statistically significant association between employee turnover intention and independent factors of turnover intention. To identify the major factors affecting employee turnover intention inferential statistics such as binary logistic regression analysis method was employed. Analysis was carried out using the Statistical package for Social Science SPSS. The findings of this study showed that factors such as job satisfaction, job security, salary, allowance/incentive payments, career growth opportunities, training opportunities and recognition for good work were found to be the significant factors that affect staff turnover intention. However, there is no statistically significant association between turnover intention and factors such as sex, age, marital status, educational level and work experiences of employees, relationship with supervisor/head, work load, facilities in the working environment, employees expectation, motivation or encouragement.