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Statistical Assessment of Employee’s Turnover and Its Causes; In the Case of Moret and Jiru Wereda, North Shoa, Amhara, Ethiopia

Received: 17 March 2018     Accepted: 30 March 2018     Published: 3 May 2018
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Abstract

The purpose of this study is to assess the employee turnover rate and cause in the case of Moret and Jiru Wereda. In light of this objective the study adopted quantitative and qualitative method of research approaches to test a series research hypothesis and subjective analysis respectively. Specifically, the study used survey of questionnaire analysis of Moret and Jiru Wereda. 326 respondents were selected based on stratified random sampling method. Data was then analyzed on quantitative basis using binary logistic regression and descriptive statistics; however, qualitative basis was used to subjective data. The result of this paper indicates that among the respondents 39.9 % of them do not want to quit their current job but majority of them (60.1%) said they seriously consider quitting their job very often. And furthermore the logistic regression found that Age of respondent, income of the respondents, experience of the respondents, educational level, satisfaction and incentive to be significantly related with turnover intension of the respondents and other factors such as gender, working hour and stress are found to be insignificant predictors of the turnover intension of the employees.

Published in American Journal of Theoretical and Applied Statistics (Volume 7, Issue 4)
DOI 10.11648/j.ajtas.20180704.12
Page(s) 139-146
Creative Commons

This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited.

Copyright

Copyright © The Author(s), 2018. Published by Science Publishing Group

Keywords

Moret and Jiru Wereda, Turnover Intension, Logistic Regression

References
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[3] Achoui and Mansour (2007). Employee Turnover and Retention Strategies: Evidence from Saudi Companies. International Review of Business Research Papers, Vol. 3 No. 3. pp. 1-16.
[4] Asmamaw Aregeta (2011). Professional employee’s turnover and retention practices of Ethiopian public sector Organizations of ministries of finance and economic development. Unpublished Master’s Thesis, Addis Ababa University.
[5] Yared Debebe (2007), Staff Turnover in International Non-Governmental Organizations (NGOs).
[6] Solomon Aberra (2007). Skilled Manpower Turnover and Its Management.
[7] R. Renjith Kumar(2011). Turn over issues in the textile industry in Ethiopia: A case of Arba Minch Textile Company, African Journal of Marketing Management Vol. 3(2), pp. 32-44.
[8] Kevin MM, Joan LC, Adrian JW (2004). “Organizational change and employee turnover” Personnel Rev. 33 (2):161-166.
[9] Ongori, H. (June 2007). A Review of the Literature on employee turnover. African Journal of Business Management, 049 - 054. 26.
[10] Boxall and Purcell (2011). Strategy and Human Resource Management; third edition ISBN: 9780230579354, Amazon’s Book Store.
[11] D. J. Koys(2001). The Effects of Employee Satisfaction, Organizational Citizenship Behavior, and Turnover on Organizational Effectiveness A Unit-Level, Longitudinal Study; Personnel Psychology, Vol. 54, pp. 101-114.
[12] Sekaran, U. (2003), Research methods for business: A skill building approaches (4th Ed.). New York. John Wiley & Sons Inc.
[13] Graziano, A. M., & Raulin, M. L. (1997). Research Methods: A process inquiry. New York: Addison Wesley.
[14] Kofi Osei, AduStephen Amponsah and Nicholas Arthur (2015). turnover intention among categories of staff in the hotel industry in Ghana: a case of Sekondi-Takoradi metropolis, PRA Paper No. 68536.
[15] Folger, R. and Konovsky, M. A. (1989) Effects of Procedural and Distributive Justice Reactions to Pay Raise Decisions. Academy of Management Journal, 32, 115-130.
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[18] Lai, C. (2009). Motivating employees through incentive programs. Jyvaskyla University of Applied Science.
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  • APA Style

    Natnael Mamuye. (2018). Statistical Assessment of Employee’s Turnover and Its Causes; In the Case of Moret and Jiru Wereda, North Shoa, Amhara, Ethiopia. American Journal of Theoretical and Applied Statistics, 7(4), 139-146. https://doi.org/10.11648/j.ajtas.20180704.12

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    ACS Style

    Natnael Mamuye. Statistical Assessment of Employee’s Turnover and Its Causes; In the Case of Moret and Jiru Wereda, North Shoa, Amhara, Ethiopia. Am. J. Theor. Appl. Stat. 2018, 7(4), 139-146. doi: 10.11648/j.ajtas.20180704.12

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    AMA Style

    Natnael Mamuye. Statistical Assessment of Employee’s Turnover and Its Causes; In the Case of Moret and Jiru Wereda, North Shoa, Amhara, Ethiopia. Am J Theor Appl Stat. 2018;7(4):139-146. doi: 10.11648/j.ajtas.20180704.12

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  • @article{10.11648/j.ajtas.20180704.12,
      author = {Natnael Mamuye},
      title = {Statistical Assessment of Employee’s Turnover and Its Causes; In the Case of Moret and Jiru Wereda, North Shoa, Amhara, Ethiopia},
      journal = {American Journal of Theoretical and Applied Statistics},
      volume = {7},
      number = {4},
      pages = {139-146},
      doi = {10.11648/j.ajtas.20180704.12},
      url = {https://doi.org/10.11648/j.ajtas.20180704.12},
      eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.ajtas.20180704.12},
      abstract = {The purpose of this study is to assess the employee turnover rate and cause in the case of Moret and Jiru Wereda. In light of this objective the study adopted quantitative and qualitative method of research approaches to test a series research hypothesis and subjective analysis respectively. Specifically, the study used survey of questionnaire analysis of Moret and Jiru Wereda. 326 respondents were selected based on stratified random sampling method. Data was then analyzed on quantitative basis using binary logistic regression and descriptive statistics; however, qualitative basis was used to subjective data. The result of this paper indicates that among the respondents 39.9 % of them do not want to quit their current job but majority of them (60.1%) said they seriously consider quitting their job very often. And furthermore the logistic regression found that Age of respondent, income of the respondents, experience of the respondents, educational level, satisfaction and incentive to be significantly related with turnover intension of the respondents and other factors such as gender, working hour and stress are found to be insignificant predictors of the turnover intension of the employees.},
     year = {2018}
    }
    

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    AB  - The purpose of this study is to assess the employee turnover rate and cause in the case of Moret and Jiru Wereda. In light of this objective the study adopted quantitative and qualitative method of research approaches to test a series research hypothesis and subjective analysis respectively. Specifically, the study used survey of questionnaire analysis of Moret and Jiru Wereda. 326 respondents were selected based on stratified random sampling method. Data was then analyzed on quantitative basis using binary logistic regression and descriptive statistics; however, qualitative basis was used to subjective data. The result of this paper indicates that among the respondents 39.9 % of them do not want to quit their current job but majority of them (60.1%) said they seriously consider quitting their job very often. And furthermore the logistic regression found that Age of respondent, income of the respondents, experience of the respondents, educational level, satisfaction and incentive to be significantly related with turnover intension of the respondents and other factors such as gender, working hour and stress are found to be insignificant predictors of the turnover intension of the employees.
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Author Information
  • Department of Statistics, College of Natural and Computational Science, Debre Berhan University, Debre Berhan, Ethiopia

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