Assessment of Professional Employees Turnover Intention and  Its Cause in Case of South Gondar Zone Education Offices

MulukenTiruye

dc.contributor.author	MulukenTiruye
dc.date.accessioned	2020-11-02T08:48:02Z
dc.date.available	2020-11-02T08:48:02Z
dc.date.issued	2020-10-02
dc.identifier.uri	http://hdl.handle.net/123456789/11500
dc.description.abstract	The high turnover of employees is unhealthy for the smooth running of institutions since it affects the growth, profitability and customer satisfaction whenever it occurs in the workplace. ‘Employee turnover’ as a term is a widely discussed subject matter in business field. Organizations nowadays spend a lot of money to retain their precious employees. But still employees depart their organizations and join new ones. There are various reasons for which employees depart their jobs. The purpose of this paper is to examine the relationship among the factors and their contributions in turnover intentions of employees of education office in South Gondar Zone. A 5 point Likert scale format questionnaire was used to collect primary data. A total of 120 questionnaires were distributed to the employees of education offices, of which 120 were found flawless to yield a response rate of almost 100%. A pilot study was conducted to test the questionnaire. The questionnaire had a Cronbach alpha coefficient of α = 0.72 suggesting that the instrument was reliable. Different factors i.e. personal pull and push factors were considered as independent variables whereas the dependent variable was employees’ turnover intentions. There were number of factors for every independent variable. Pearson Correlation was used to find out the relationship between dependent and independent variables. On the other hand, regression tests were applied to determine the contribution of each independent variable in employees’ turnover intentions. The results show that there is strong statistical positive correlation between dependent and independent variables. Besides this, all the factors have significant contributions in employees’ turnover intentions. However, the most significant factor is the pull factors (33.8% contributions) due to which employees intend to quit a job. Finally it was recommended that Education Offices should give more emphasis on the pull factors followed by push factors and lastly personal factors to retain their valuable employees.	en_US
dc.language.iso	en	en_US
dc.subject	Management	en_US
dc.title	Assessment of Professional Employees Turnover Intention and Its Cause in Case of South Gondar Zone Education Offices	en_US
dc.type	Thesis	en_US