20 Records out of 22207 Records

Determinants of employee turnover : A case of United States International University

Author: Kakumu, Pius M.

Awarding University: United States International University-Africa, Kenya

Level : MBA

Year: 2012

Holding Libraries: United States International University-Africa Library ;

Subject Terms: Employee turnover/United States International University-Africa, Nairobi, Kenya/Colleges and universities ;

Abstract:

ABSTRACT NOT AVAILABLE

Perceived factors influencing employee turnover in SDV Transami, Kenya

Author: Kariuki, Elizabeth Wambui

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Employee turnover/SDV Transami Kenya ;

Abstract:

Organizations invest a lot in their employees in terms of Jnduction, training, developing, maintaining and retaining them. Employee turnover is the rotation of workers around the labour market; between firms, jobs and occupations; and between the states of employment and unemployment. The objective of the study was to determine the factors perceived to be influencing employee turnover in SDV Transami. The literature review of the study discusses in detail the factors that have been shown to influence employee turnover. The design of this research was a descriptive survey with simple random sampling employed as its sampling design. The sample was composed of 96 employees who were randomly selected from each of the 17 departments. Primary data from the respondents was collected using a semi-structured questionnaire. Descriptive statistics such as means, standard deviation and frequency distribution was used to analyze the data. Data presentation was done by the use of pie charts, bar charts and graphs, percentages and frequency tables. In addition, The study also used factor analysis to analyze the collected data in order to outline the major factors perceived to be influencing employee turnover in the logistics industry specifically SDV Transami Kenya. The results show that none of the listed factors were perceived to be extremely influencing employees' turnover. The factors that were found to be fairly influencing turnover were unmet expectations about the job, lack of satisfaction with the job, lack of recognition for work done, lack of flexibility in the job, involvement in the job among others. From the study and related conclusions, the researcher recommends further research in the area of the role of economic factors in influencing job turnover in organizations in Kenya. Further research studies should be done on the role of Salary and rewards on job turnover in organizations in Kenya.

The relationship between Chief Executive Officer turnover and firm performance for companies quoted at the Nairobi Securities Exchange

Author: Kiogora, Dorothy Nguta

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Chief executive officers/Employee turnover/Financial performance/Public companies/Nairobi Securities Exchange ;

Abstract:

The Chief Executive Officer of an organisation is its most senior general manager (Andrews, 1987). The likelihood of CEO turnover following poor performance is found to he influenced by board structure and ownership structure of the firm In the case of board structure, it has been widely acknowledged that board with small'size;high independence, and separate role of CEO and chairman was better in performing its monitoring duty, The study sought to establish the relationship between CEO turnover and firm performance, evidence from firms quoted in the NSE. The study adopted a descriptive cross-sectional research design, which was used since the problem was defined specifically and the researcher had certain issue that was described by the respondents about the problem, The population of this study was all the contpanies listed at NSE, there are 61 companies that are currently listed in the NSE. The sample size was 17 companies listed at NSE which had CEO change in the last few years, Secondary data was collected for this study, The relationship between CEO turnover and firm performance will be tested by legit model. The study revealed that that there exists a positive relationship between CEO turnover and firm performance, this is an indication that CEO turnover/change can be used to enhance the performance of the firm with poor l'erformance. poor firm performance is found to greatly influence a board of directors' decision for CEOtumover which include accounting performance, stocks performance, CEO personality, composition of the board of directors mergers and acquisitions, organizational factors, and auditing. The study also found that the level of tum overs was higher in companies with low corporate performance. The study found that the state of performance prior to the rurnovers explained only a small percentage of the variants, They indicated that the relation betwccn van abies following a turnover was still weak

Factors influencing turnover among teachers employed by the Teachers Service Commission in Changamwe district, Mombasa county, Kenya

Author: Orek, Ruth Pamela Adungosi

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Changamwe District ; Schools ; Educators ; Motivation ; Teachers Service Commission (Kenya) ; Wages and salaries ; Employee turnover ;

Abstract:

Despite the efforts made by the government, Non Governmental Organizations and the local communities to provide resources and support quality child education through the Free Primary Education in Kenyan schools, an exodus of teachers from the classroom is still experienced in many schools in Changamwe District. The government of Kenya has made drastic efforts to hire teachers on contract and also employ them on permanent and pensionable terms. However, there is still an evidence of teacher turnover from the public schools. Changamwe District has total of 510 teachers of whom 118 are male and 392 are female. There are 20 public primary schools, 4 registered secondary schools and 2 unregistered secondary schools. This research basically looked at the TSC teachers in Changamwe District, Mombasa County. Between 2008 and 2011 records at the human resource department in the MEOs office reveal that at least 15 qualified teachers left the classroom for greener pastures. This research study sought to determine the extent to which motivation in schools, wage levels among TSC teachers, working conditions in the school, morale and levels within the work place and job opportunities in the labour market influence teacher turnover in Changamwe District. The research was conducted through the collection of primary data from the field. It sought to establish factors influencing teacher turnover among the teachers employed by the Teachers Service Commission in Changamwe District, Mombasa County Kenya. A sample survey was employed to random samples after identification of the target population. The target population in this research was 540 teachers including 30 education officers in Changamwe District. The research was carried out in 7 public schools selected randomly from the two Divisions namely Chaani and Jomvu. Data analysis and interpretations was done both descriptively and numerically. The period taken in this research was eight months from preparation of proposal, defense of the proposal, data collection, analysis and presentation, collections and submission. Data was presented in tables in frequency and percentage from. The results revealed that in only 7 out of the 26 public schools 35% of the total number of 153 teachers had left teaching within three years. The research hypothesis analysis was done manually following the objectives of the research study. The findings of the hypothesis revealed that motivations in schools has a very weak positive influence on teacher turnover; wage levels, working conditions and levels within the work place have a negative influence on teacher turnover and job opportunities in the labour market have no influence on teacher turnover. The most common cause of turnover among the teachers employed by the TSC in Changamwe District, Mombasa County, Kenya is low salaries and allowances. From the research findings the TSC is advised to motivate teachers with good salary and allowances in order to retain them in the classroom. They should also promote teachers and upgrade those who deserve automatically without delay. They are also advised to sponsor teachers' professional training to improve their skills. The Government and NGOs are also advised to come down and get the issues directly from the ground in order to address the issue of teacher turnover.

Perceived factors affecting employee retention at Kenya Commercial Bank Limited Head Quarters

Author: Manyura, Alice Kerubo

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Job satisfaction ; Employee turnover ; Kenya Commercial Bank ; Banking industry ; Commercial banks ;

Abstract:

The retention of employees has been shown to be significant to the development and the accomplishment of the organization's goals and objectives especially in building competitive advantage over other organization in the phase of increased globalization. Today, changes in technology, global economics, trade agreements, and the like are directly affecting employee/employer relationships thus leading to high employee turnovers thereby affecting employee retention in an organization. Retention becomes one of the biggest issues for the Banking industry in Kenya because people are the one who generates profits and considered as the capital or asset of the organization. Few qualified employees have kept on moving from one bank to another in search of better employment terms. As such, human capital has turned out to be an important competitive tool in the banking sector which calls for proper management practices for these resources to ensure sustained bank competitive advantage. The research adopted a descriptive research design. The target population of the study was 355 employees based at the Head office of KCB. The study applied proportionate stratified sampling technique to identify the sample size of the study. Primary data was collected using a semi-structured questionnaire. Descriptive statistics was used to summarize the quantitative data by use of percentages and frequencies. Content analysis was used for qualitative data. The study found that compensation of staff, training and development, job characteristics and promotion are important in the organization since they greatly influence the organization performance. This study recommends this study should shed light on how to maintain and retain employee in an organization. Furthermore, the result of the study should help the regulatory, banks managements, and owner in forming their human resource related strategies. Employees of Kenya Commercial Bank should benefit from the study as it would enable them appreciate the factors affecting their retention and how the management should provide incentives to them through offering them a career ladder through which they might progress. The study should generate information that would be used by various HR consultants who have inte rest retention of workers in order to maintain smooth industrial relations. The findings of the study should also help other researchers who would want to carry out research on factors affecting employee retention in Kenya.

Factors influencing staff turnover at Jertec Junior Academy in Nairobi

Author: Muiruri, Christine Mueni

Awarding University: University of Nairobi, Kenya

Level : MBA

Year: 2012

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Primary schools ; Employee turnover ; Jertec Junior Academy ; Nairobi, Kenya ;

Abstract:

Employee attrition and turnover is a fact of corporate life and part of the cost of doing business. When a business loses employees, it loses skills, experience and 'corporate memory'. The magnitude and nature of these losses is a critical management issue, affecting productivity, profitability, and product and service quality. The main objective of the research was to determine the factors that influence staff turnover at Jertec Junior Academy. It is anticipated that the findings of the research will be used by Jertec Junior academy management to strengthen their retention strategy. The study adopted a census survey involving targeted respondents at Jertec Junior academy. The population comprised of all the staff of Jertec Junior academy. The findings of the study were that teachers would leave because of insufficient pay, working hours, too much overtime, amount of work, working conditions, problems with management, lack of career advancement and Terms of service. Furthermore indications were that the majority of the staff would leave because of Training and development, Contracts and Pay, Working Environment, Substandard Equipment and tools and Management. The above finding seem to agree with the statement that pay is not the only reason people leave although low pay levels are a disincentive to stay. This will have implications on the school strategy on staff retention.

Reasons for High employee turnover within telecommunication vendor sub-sector in Kenya

Author: Mogambi, George

Awarding University: United States International University-Africa, Kenya

Level : MBA

Year: 2012

Holding Libraries: ;

Subject Terms: Employee turnover ; Telecommunications resellers ;

Abstract:

ABSTRACT NOT AVAILABLE

Factors influencing staff turnover among the nurses : the case of Compassion International assisted projects of Isiolo and Meru sub clusters, Kenya

Author: Ikunyua, Moses Mwiti

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2011

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Compassion International/Nurses/Employee turnover/Project management/Isiolo, Kenya/Meru ;

Abstract:

This research establishes factors influencing staff turnover among nurses of Compassion International assisted projects of Isiolo and Meru sub clusters, Kenya. It is noted that turnover among nurses is a major phenomenon around the globe as pointed out in the literature review. This study was guided by the following objectives; to establish the influence of job security on labour turnover, to establish the influence of non financial motivations on labour turnover, to establish the influence of working environment on labour turnover, to establish the influence of age on labour turnover and finally, to establish how training influences labour turnover. Descriptive research design was adapted for this study where structured and semi structured questionnaires were used. Due to scarcity of financial resources and limited time, the study was conducted around Meru Town, Ruiri in Meru, Timau and Isiolo comprising of 12 projects out of the 285 projects located across Kenya. The target population was 87, the estimated sample size was forty comprising of the four nurses in the projects of Isiolo, and Meru who were purposively sampled, 25 other staff members randomly selected from the accessible population and 11 former staff that left in the last three years. Data was edited, coded and then analyzed by use of a computer program called SPSS. The study found that there was a positive relationship between the turnover of nurses and job security, non-financial motivations, working environment, age of the nurse and the training orientation of the nurses. The project nurse had higher turnover than any other staff member had in the projects and was also found to be the most likely staff to seek for other employments when compared with the other staffs. The study recommended that employers and trainers for nurses be alert on what is needed from each of them to have a positive and enabling environment for nurses to be retained at the projects.

Influence of manpower planning on employee turnover in public institutions: the case of the University of Nairobi, Kenya

Author: Ganira, Mary Doris

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2011

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: University of Nairobi ; Workforce planning ; Employee turnover ;

Abstract:

This study focused on the influence of manpower planning on employee turnover at the University of Nairobi. This facility is the largest public university in Kenya and one of the largest in Africa with over 52,000 students enrolled. The purpose of this research was to determine which variables are most strongly related to employee turnover. The study design was a descriptive survey which was conducted on a sample of 106 middle grade A-F employees from six colleges and Central Administration of the University of Nairobi. The total sample was selected using stratified random sampling technique in order to achieve a target population. Then a purposive sampling technique was used to get a sample size in each college. This sampling method was used because of the large population of middle grade A-F employees. Data was coded using SPSS then analyzed. The study concluded that recruitment process influenced employee turnover to a moderate extent through advertisement, shortlisting, selection, induction and orientation through job rotation and on the job training. On Motivation the study concluded that motivation influenced turnover to a great extent through promotion opportunities, monetary benefits such as pay rise, motivating leadership techniques The study also concluded that staff training influenced employee turnover to a very great extent which enabled staff to have the necessary skill and attitudes towards work and the institution Finally, the study recommended that public institutions should have recruitment process, motivation of employees and staff training to influence employee turnover through benchmarking of similar public institutions.

The impact of high labour turnover on project sustainability of donor funded projects : a case study of Bible Translation and Literacy Organization, Kenya

Author: Munguti, Ruth Nduku

Awarding University: University of Nairobi, Kenya

Level : MA

Year: 2011

Holding Libraries: University of Nairobi Jomo Kenyatta Memorial Library ;

Subject Terms: Bible Translation and Literacy Organization, Kenya ; Project management ; Employee turnover ;

Abstract:

High labour turnover has been a concern in Bible Translation and Literacy organization (BTL) in Kenya. The purpose of the research was to establish the impact of the high labour turnover on sustainability of donor funded projects within BTL. The main objective of the research was to establish the extent to which costs related to labour turnover influenced the sustainability of donor funded projects in relation to project costs, timelines and project quality. The researcher used both qualitative and quantitative approaches in carrying out the research, through a collective case study method. The main data collection tools were questionnaires that were sent to project leaders, regional programme managers and the human resource manager, as well as personal oral interview with the resource development manager. The total number of those who responded was 16 out of 20 respondents, representing 80% response rate. The researcher established that as a result of labour turnover in Bible Translation and Literacy organization, there were increases in fmancial costs of the projects that came as a result of increased separation costs, increased recruitment costs as well as increases in salaries for new staff and increases of commodity prices that came as a result of extended time lines. There was extension of activity time lines that came as a result of time lost during the period that the organization was looking for a replacement as well as when the new staff were being trained. Human resource time taken only for doing exit interviews and paperwork for one departing employee, as well as reviewing job applications and interviewing new candidates translated to 32% of her working hours in a month. The effect was repeated for others, as project leaders had to train new employees as well as those who had to do extra work left by other employees. There was compromised quality of work that came as a result of lost expertise and others doing work that they were not well trained to do, as well as having more workload hence not giving attention to quality of work but concentrating on finishing the tasks. The researcher established that there was a negative relationship between labour turnover and sustainability of donor funded projects.