The Influence of Employer Value Proposition on Turnover Intent at the Giz Kenya Limited
Abstract
Employee turnover has always been a matter of concern for organizations because of
the impact it has on the organization’s cost relating to recruitment and selection,
induction and training of new personnel as well as loss of knowledge gained by the
employee while on the job.A big portion of the current job market is candidate-driven,
which means employers need to make more effort to attract quality talent and retain
employees.The study thus sought to determine the influence of employer value
proposition on turnover intent at GIZ Kenya Limited.The study was anchored on two
theories namely Social Exchange Theory and Expectancy Theory.The study
undertook both the empirical and theoretical review where the concept of employer
value proposition was analyzed.The target population for this study is the 330
employees at the GIZ Kenya where 181 were sampled. Primary data was collected
using self-administered questionnaires.The regression analysis findings revealed a
statistically significant effect of employer value proposition on turnover intent as
shown by significance level of 0.000 which is <0.05.This affirms that the model is
statistically fit as an estimator of the employee turnover intent.The coefficient of
determination (R2) 0.521 value implied that 52.1% of turnover intent at GIZ Kenya
limited is attributed to employer value proposition, whichis a significant percentage.a
unit increase in compensation reduces employee turnover intent by 0.345. On the
other hand, a unit change in employment benefits triggers a decline in turnover intent
by 0.457. Similarly, a unit change in career development causes a 0.415 decline in
turnover intent. Additionally, a unit change in work environment will lead to 0.439
reduction in turnover intent while a unit variation in company culture will suppress
turnover intent by 0.363 units. Companies should therefore appreciate that pay and a
conducive work environment is an important factor for employee retention and
reduced turnover intents hence labour organizations and other relevant authorities
should recommend minimum pay scales for both private and public sector
organizations to encourage uptake of employment opportunities offered by different
institutions to reduce unemployment and improve the livelihoods of its citizens.
Publisher
University of Nairobi
Rights
Attribution-NonCommercial-NoDerivs 3.0 United StatesUsage Rights
http://creativecommons.org/licenses/by-nc-nd/3.0/us/Collections
- School of Business [1432]
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