Factors contributing to employee turnover in Local Government Authorities in Tanzania: A case of Dodoma Municipal Council
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Date
2017-11-28
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St John's University of Tanzania
Abstract
This study aimed at showing the factors contributing to employees’ turnover in local government authorities in Tanzania, and was conducted at Dodoma municipal council, specifically the objectives of the study were; to determine the influence of organizational change on employee turnover, to find out the influence of staff training on employees turnover, to examine the influence of economic factors on employees’ turnover and lastly to determine the influence of staff motivation on employees turnover at Dodoma municipality. The theoretical framework of this study was derived from the theory of motivation. The most widely known motivation theories are Maslow’s Hierarchy of Needs, Herzberg’s Two-factor Theory and Vroom’s Expectancy Theory. The study used a descriptive survey design. The target population of the study was the 100 Dodoma municipality employees were respondents in this study. The data collected was primary in nature and was collected through questionnaires. Data analysis was done using Statistical Package for Social Sciences (SPSS). Descriptive statistics was computed and data was presented using tables. The major findings of the study were that Dodoma municipality; had enough employees to deliver services in the entire municipality. Generally organizational change influenced employee turnover in local government authorities. The employees were satisfied with workload, set targets, supervisors and Dodoma municipality had strong communication system capable of creating awareness on information and knowledge required by employees to control high employee turnover. The staffs in Dodoma municipality were well qualified, motivated, stable and responsive. Employee training influenced employee turnover in Dodoma municipality. Employees were motivated through attending training short and long courses. Opportunities for training and development were among the most important reasons why employees stayed especially young and enthusiastic ones. The study also found that economic factors influenced employee turnover in local governments and mainly in Dodoma Municipality. This was because social economic constraints caused brain drain. Extra income from other sources contributed to socio-economic development. Lastly the study found that employee motivation influenced employee turnover at Dodoma municipality. Good working conditions and creation of better working relationships made the employees to be motivated and increase staff retention. The study recommended that the management of Dodoma municipal should ensure that there are adequate staffs in relation to the workload, employees should be further developed so as to be well educated, motivated, stable and responsive. The staff should be offered chances to attend trainings, short and long courses as these are among the reasons why employees remain in organizations, provide good working conditions for employees to motivate and increase retention and ensure that promotion is fairly done at the required time and everybody be given equal opportunity for promotion.