Perception of factors influencing staff turnover in medium size restaurants in Nairobi Central

Abstract

The world of work puts the importance of human capital and indeed human capital development and retention of good caliber employee at the center of organizational success or failure. The employment relationship is undergoing fundamental changes that have implications for the attraction, motivation and retention of talented employees. Retention is a voluntary move by organizations to create an environment which engages performing employees for a long term. Organization understand that tenured workforces not only reduce the separation, recruiting, selection and hiring costs associated with the churning of employees, but also become more productive over time, resulting in higher competitiveness and added profitability. Therefore, this study sought to establish the influence of job related factors, individual related factors and organizational factors on employee turnover. The study adopted a cross sectional survey design targeting employees in the eighteen (18) medium size restaurants in Nairobi Central Business District. The study collected primary data using semi-structured questionnaire. The study used descriptive statistics and inferential statistics to analyse the data collected. The study found out that interpersonal relationship, search for career development opportunities and better pay, age and gender of the employee, education level, Term of tenure and Job security were the individual related factors that were established to influence employee turnover in medium size restaurants in Nairobi Central Business District. Further, the study established that high workload, role ambiguity, poor working conditions, poor pay, strict supervision and heteronomy were the job related factors which influenced employee turnover in the restaurants. Finally, poor recruitment processes, structural employment, poor leadership, inadequate promotional opportunities and rewards, organizational culture and climate, poor communication channels and inadequate organizational commitment are organizational factors that influences employee turnover in the restaurants. The study therefore concludes that organizational factors, job related factors and individual related factors influences employee turnover in medium sized restaurants in Nairobi Central Business District. The study recommends that management of the restaurants should enhance positive working environment through ensuring positive relationship among workers, timely remuneration offering clear job guidelines to ensure employee satisfaction and hence reduce employee turnover in the restaurants.