Factors influencing employee turnover at Customs
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Date
2018
Authors
Ochieng, Mickey Awuor
Journal Title
Journal ISSN
Volume Title
Publisher
KESRA/JKUAT - Unpublished research project
Abstract
Managing turnover successfully is considered to be the most challenging task, yet it is extremely crucial in achieving organizational goals. High employee turnover is a major headache for both private and governmental organizations. The objective of the study is to determine the effects of employee turnover intentions on productivity at Customs, Mombasa. Specifically, the study aims to identify how organizational culture affects employee turnover on productivity at customs; to determine how work environment influences employee turnover on productivity at customs and to find out the influence of employee retention strategy on turnover at Customs, Mombasa.The study is anchored on three theories namely; job embeddedness theory; firm-specific human capital (FSHC) theory and job matching theory. The research employed a descriptive research design. The population of the study constituted all the border control officers, customs officers and human resource manager at customs, Mombasa. The study concentrated on this group because they are better placed to give detailed information regarding employee turnover at Mombasa Customs. The study used questionnaires as the data collection instrument. Primary and secondary data was used for this study. Secondary data was collected from published and organizational documents such as employee files, payroll, reports and journals. The primary data however was sourced through a structured questionnaire that helped to gather vital information from the respondents. The data collected was taken through a cleaning, validation, and editing to assert that they are accurate, uniform, consistent and complete. Statistical package for social science (SPSS) was used to generate inferential and descriptive statistics. To determine the effects of employee turnover on productivity at Customs, Mombasa, a regression model was used. From the findings, the study concludes that work environment, retention strategies and organizational culture have a significant positive effect on productivity. This implies that employee turnover as influenced by work environment, retention strategies and organizational culture affects productivity of customs at Mombasa. The study also concludes that there is a direct relationship between employee retention strategies, organizational culture and work environment. This means that an improved employee retention strategies, organizational culture and work environment leads to improved productivity at customs. The relationship between employee retention strategies and work environment and productivity is however not significant. The study recommends that the management of customs department consider creating understanding of the current corporate plan because it is part of the important performance evaluation benchmark. Based on the findings, the study recommends that customs department should formulate detailed written HR policy on employee retention practices that ensure lively and conducive working environment to promote employee retention.
Description
PROJ 354.2 OCH
Keywords
Employee turnover, Customs duty, Remuneration, Organizational Culture, Work Environment, Employee Retention Strategies, Employee Recognition