Determinants of University Staff Turnover Intention: The Case of Dire Dawa University, Ethiopia

Abstract

The turnover rate of academic staff in Ethiopian universities has been increasing from time to time. This is aggravated by the increase of brain drain. High employee turnover rates may jeopardize efforts to attain organizational objectives. It indicates that turnover is one of the most expensive and difficult workforce challenges facing organizations. The effect of employee turnover results extra work load on the remaining employees. Increased workload of employees leads to decrease employee morale and increases stress level, which in turn increases employee absenteeism.  To identify factors that affects academic staff turnover intention at Dire Dawa University. Data was collected from 154 sample academic staff of the University. To analyze the data Chi-square test and binary logistic regression analysis method was employed.  The findings of this study showed that factors such as job satisfaction, job security, salary, allowance/incentive, career growth opportunity, training opportunity, good relationship with Employees and good relationship with head were found to be the significant factors that affect staff turnover intention. However, there is no statistically significant association between turnover intention and factors such as sex, age, marital status, educational level and work experiences of employees.

Keywords: - academic staff, staff turnover intention, binary logistic

DOI: 10.7176/JESD/10-17-03

Publication date:September 30^th 2019