Perceived factors that influnce labour turnover at zain kenya Limited

Abstract

Every time an employee leaves his or her employer, there are either negative or positive consequences to the organization. Regardless of good planning, organization can’t retain all their employees since in reality; staff wastage has to occur through retirement, transfers, dismissals and natural deaths and resignations. Again, employment turnover costs in many organizations are very high and can significantly affect the financial performance of an organization .This study investigated the factors that influence labour turnover in organizations focusing at Zain Kenya Limited.The objective of the study was to establish the factors that influence labour turnover at Zain Kenya Limited. The research design of this study was survey on labour turnover at Zain Kenya limited. The study design was selected because it gave a broader account of factors that influence turnover in the organization. The total number of staff in the organization is 321. The population will be stratified into various departments and 30% of each department was target population. A total number of 97 respondents were targeted and stratified random sampling method used to select the respondents. This method was the most suitable since the population was heterogeneous. Primary data was collected by the use of questionnaires. The questionnaires were self administered. Descriptive statistics were used to analyze quantitative data and results resented in tables, pie chart and charts; content analysis was done and results presents in prose form. Factor analysis will be used to analyze the data to describe variability among observed variables in terms of potentially lower number of unobserved variable called factors From the findings, the study concluded that staff quit their current job due to inequity in compensation, lack of salary review in line with the expectations after long service and that they would switch for a better remuneration in another organization or even goes for self employment and quit formal employment. The study further concluded that lack of promotion, poor leadership, instability of the company, lack of career opportunities and growth, harsh and poor working environment, working with shifts, lack of employee benefits, lack of employee welfare, failure to get clear progression path in terms of changing ones roles, conflict of interest were reasons factors that led staff to leave and stop working for organizations.