INFLUENCE OF REMUNERATION FACTORS ON STAFF TURNOVER IN HUMANITARIAN SECTOR

Authors

  • Molley Akeyo University of Lugano
  • Prof. Filippo Wezel University of Lugano

DOI:

https://doi.org/10.47941/hrlj.74

Keywords:

remuneration factors, staff turnover, humanitarian sector

Abstract

Purpose: The purpose of this study was to determine the influence of remuneration factors on staff turnover in humanitarian sector

Methodology: The study adopted descriptive survey design. The population of this study was drawn from the employees of various NGOs registered with the 4 NGO coordinating bodies.

Data was collected through questionnaires; it was prepared in readiness for analysis by editing, handling blank responses, coding, categorizing and keying into Statistical Package for Social Sciences (SPSS) computer software for analysis. SPSS was used to produce frequencies, descriptive and inferential statistics that were used to derive conclusions and generalizations regarding the population. Specifically, correlation and regression statistics were used.

Results: The study findings revealed that remuneration was important in explaining staff turnover. This is supported by a p value 0.000 which means that remuneration is a statistically significant predictor of staff turnover.

Policy recommendation: The study recommended that the human resource managers should establish competitive human resource practices that are meant to control staff turnover. For example it is recommended to the management of NGOs in Afghanistan to conduct a market survey in order to establish the optimal remuneration levels for NGO employee in order to control for the detriments that are associated with staff turnover.

Downloads

Download data is not yet available.

Author Biographies

Molley Akeyo, University of Lugano

Post graduate student

Prof. Filippo Wezel, University of Lugano

Lecturer

References

Abassi SM, Hollman KW (2000). Turnover: the real bottom line. PublicPers. Manage. 2(3): 333-342.

Bluedorn AC (1982). A unified model of turnover from organizations, Hum. Relat. 35: 135-153.

Burns, A. & Groove, B. (2003). The Practice of Nursing Research: Conduct, critique & utilization. 4th edition. W. B. Saunders Company.

Christopher, M., &Tatham, P. (2011). Introduction. In M. Christopher & P. Tatham (Eds.), Humanitarian logistics. Meeting the challenge of preparing for and responding to disasters (pp. 1-14). London: Kogan Page

Cozzolino, A., Rossi, S., &Conforti, A. (2012). Agile and Lean Principles in the humanitarian supply chain. The case of the United Nations world food programme. Journal of Humanitarian Logistics and Supply Chain Management, 2(1), 16-33.

Eisenberger, R., Fasolo, P., & Davis-LaMastro, V. (1990). Percieved organizational support, employee diligence, commitment and innovation. Journal of applied psychology, 75, 51-59.

Gay, L.R. (1981). Educational Research: Competencies for Analysis and Application. Charles E Mairill Publishing Company, A Bell and Howell Company, Collumbus, Toronto; London: Cited in Mugenda OM, Mugenda AG (2003). Research Methods: Quantitative and Qualitative Approaches. Afr. Centre Technol. Studies (ACTS) Nairobi, Kenya

Govindarajulu N, Bonnie, F. Daily. (2004). Motivating Employees for Environmental Improvement. Industrial Management and Data Systems, 104 (4), pp. 364-372.

Greenhaus, J.H. &Callanan, G.A. (1994). Career Management. The Dryden Press, Fort Worth, Texas.

Haynes. B. P. (2008). An Evaluation of the Impact of the Office Environment on Productivity. Journal of Facilities, 26 (5/6.

Hyndman, R. J. (2008). Encouraging Replication and Reproducible Research. International Journal of Forecasting. 26(1): 2-3

Iaffaldano, M. T., &Muchinsky, P. M. (1985). "Job satisfaction and job performance: A meta-analysis". Psychological Bulletin, 97(2), 251-273.

Idson TL, Feaster DJ. (1990). "A selectivity model of employer-size wage differentials". J. Labor Econ. 8: 99-122.

Kalliath TJ, Beck A. (2001). "Is the path to burnout and turnover paved by a lack of supervisory support: a structural equations test", New Zealand J. Psychol. 30: 72-78.

Kevin MM, Joan LC, Adrian JW. (2004). "Organizational change and employee turnover" Personnel Rev. 33 (2):161-166.

Kothari, C. (2004). Research Methodology: Methods & Techniques, 2nd edition. New age International Publishers, New Delhi, India.

Kramer MW, Callister RR, Turban DB (1995). "Information-receiving and information-giving during job transitions", West. J. Commun.(59):151-70.

Mano Rita -Negrin, Shay S Tzafrir. (2004). "Job search modes and Turnover" Career development international. (5): 442-446

Meaghan Stovel, Nick Bontis. (2002). Voluntary turnover: knowledge management-friend or foe? J. Intellect. Cap. 3 (3): 303-32.

Mugenda, O. M. and Mugenda, A. G. (2003). Research Methods: Quantitative and Qualitative Approaches, Acts Press, and Nairobi-Kenya

Newing, H. (2011). Conducting Research in Conservation: Social Science Methods and Practice. New York: Routledge

Normann, R. (1986). Service Management. Strategy and Leadership in Service Business.Chichester: Wiley.

Ontario, (2004). Ministry of Health and Long-Term Care (Report No. Learning series; booklet 4).Long-term care facility worker retention. Ministry of Health and Long-Term Care, recruitment & retention tactics for the long-term care facility sector, Recruitment & retention tactics for the long-term care (127.3K).

Peters L, Bhagat R, O'Connor EJ. (1981). "An examination of the independent and joint contribution of organizational commitment and job satisfaction on employee intention to quit", Group Org. Studies, 6:73-82.

Polit, D., Beck, C. and Hungler, B. (2003). Essentials of Nursing Research.Methods, Appraisal and Utilization. 5th Edition. Philadelphia. Lippincott Williams and Wilkins

Ramlall, S. (2003). Organizational Application Managing Employee Retention as a Strategy for Increasing Organizational Competitiveness, Applied H.R.M. Research, 8(2), 63-72.

Sekar, C. (2011). Workplace Environment and its impact on organizational performance in public sector organizations, International Journal of Enterprise Computing and Business System International Systems, Vol. 1Issue 1 January 2011.

Sekaran, U. (2011). Research Methods for Business: A Skill Building Approach. 5th Edition. Aggarwal printing press, Delhi, ISBN: 978-81-265-3131-8.

Shah C. & Burke G. (2003), Labour mobility: demographic, labour force and education effects and implications for VET, Report to ANTA, Centre for the Economics of Education and Training, Monash.

Silbert, L.T. (2005). The effect of Tangible Rewards on Perceived Organizational Support. Management Sciences. Website: space.uwaterloo.ca/ bitstream/ 10012/ 872/1/lsilbert2005.pdf

Sjöberg, A., &Sverke, M. (2000). "The interactive effect of job involvement and organizational commitment on job turnover revisited: A note on the mediating role of turnover intention". Scandinavian Journal of Psychology, 41(3), 247-252.

Tor Guinmaraes JE Owen. (1997). "Assessing employee turnover intentions before and after TQM" International J. Qual. Reliability manages. 14 (1): 46-63.

Zikmund, G.W., Babin, B.J., Carr, C.J. and Griffin, M. (2010). Business Research Methods. 8th ed. Southwestern, Cengage Learning.

Downloads

Published

2017-04-03

How to Cite

Akeyo, M., & Wezel, P. F. (2017). INFLUENCE OF REMUNERATION FACTORS ON STAFF TURNOVER IN HUMANITARIAN SECTOR. Human Resource and Leadership Journal, 2(1), 33–49. https://doi.org/10.47941/hrlj.74

Issue

Section

Articles