Organizational Factors That Contribute to Employee Turnover in Tanzania

Masalu, Farida Sebastian and Ulomi., Eunice Nderingo (2019) Organizational Factors That Contribute to Employee Turnover in Tanzania. International Conference on the Future of Tourism (ICFT). pp. 1-12. ISSN 2507-7872

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Abstract This study examined the organizational factors that contribute to employee turnover at National College of Tourism (NCT) in Tanzania. The study was guided by two theories; the causal model intent to leave by Martin (1979) and Two- Factor Theory by Hertzberg (1959). The theories explain different factors contributing to employee turnover in an organization including; low pay, little promotion opportunity, salary, job security, working conditions, company policy and interpersonal relations. The research applied descriptive research design. Samples of 80 employees were interviewed and filled questionnaires from various departments of the college. The sample was obtained through simple random sampling technique involving the management, tutors and non- teaching staff as well as employees who have already quitted the job. The collected data were analyzed using content analysis. The results of the study revealed that, in adequate compensation package and lack of opportunity for promotion were identified to be the front factors influencing turnover and unclear procedures for promotion. Keywords: Employees; Turnover; Retention.

Item Type: Article
Subjects: 300 Social Sciences > 300 Social sciences, sociology & anthropology
Divisions: Faculty of Arts and Social Sciences > Department of Tourism and Hospitality
Depositing User: Mr Mugisha Kafuma
Date Deposited: 27 Jan 2020 11:53
Last Modified: 27 Jan 2020 11:53

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