The Pattern, Intent and Causes of Employees’ Turnover in Debreberhan University

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.