Factors Contributing for Employee Turnover Intention at St. Mary’s University

Abstract

In today’s competitive working environment a company’s human resource is a truly sustainable competitive advantage for both public and private sector organizations. Product innovation’s can be duplicated, but the synergy of a company’s workforce cannot be replicated. For this reason not only attracting talented employees but also retaining them is imperative for success. This study is aimed to explore factors affecting employee turnover intention at SMU. Related literature was reviewed, theoretical framework and models of other scholars was used by modifying in our country context to know the real factors contributing to turnover intention. Both qualitative and quantitative methods are employed for the study. In order to collect primary data, survey questionnaire which includes demographic profiles and factors that contribute to employee turnover intention arranged with a five point Likert scale is used. Moreover, data about the trend of existing staff were collected from the University. A total of 262 questionnaires were distributed to employees of the University selected based on stratified sampling of which 224 questionnaires were properly filled and returned. An interview was also made with Deputy, Manager Human Resource Management. SPSS version 20 for windows is used to process the primary data which is collected through questionnaire. The findings showed that employee’s turnover is mainly caused by push/controllable factors in the University, dissatisfaction with salary, lack of consideration qualification and experience for promoting employee and lack of promotion opportunity being the major variables. Moreover, majority of the responds indicated that they don’t want to stay in the University if they get other opportunities. Therefore, SMU should establish different strategies to motivate and retain its employees in order to be able to achieve its objectives