DETERMINANTS OF EMPLOYEE TURNOVER INTENTION IN METALS AND ENGINEERING CORPORATION (METEC)

Abstract

In today’s competitive working environment a company’s human resource a truly sustainable competitive advantage for both public and private sector organizations .Product innovation can be duplicated, but the synergy of a company’s work force cannot be replicated. For this reason not only attracting talented employees but also retaining them is imperative for success. This is a research prepared for academic purpose titled turnover trend and intention in Metals and Engineering Cooperation METEC. Related literature was reviewed; theoretical framework and models of other scholars are used by modifying in our country context to know the real factors contributing to turnover intention. The purpose of this study is to address the turnover intention determinants or major factors affecting professional employee of civilian personnel at METEC. The basic research questions are what is the magnitude of employee turnover in the organization, what is the turnover intention of existing employees, what are the major factors that contribute to employee turnover intention in METEC. Which category of employees is more interested to leave and what employee retention schemes are currently in place by the organization. The research used descriptive research design and mixed research approach. In order to collect primary data, a survey questionnaire including demographic profiles and factors that contribute to employee turnover intention arranged with a five point Likert scale were used. Moreover, data about the trend of existing staff were collected from the organization. A total of 220 questionnaires were distributed to employees of the Corporation selected based on purposive and stratified sampling of which 205(93%) questionnaires were properly completed and returned. Interview sessions were also organized with HR officials and different department managers and supervisors. SPSS version 20 for windows is used to process the primary data. The findings imply that METEC civilian professional employees were very satisfied with working condition and supervision. However, they have moderate satisfaction with management policies and practices; On the other hand, most of the respondents seem to be dissatisfied or least satisfied, on some of the variables which include; pay, career development and overall job satisfaction. Moreover, the study revealed that there is high intention to leave. In line with the findings pay is the most common potential reason for high employee turnover intention. Unequal pay or low wages would also cause dissatisfaction and make some employees to quit. Every employee wants to be treated in the same way to have a wage and job evaluation system and it is good practice for the organization to comply with equal pay for equal work requirements to avoid this kind of problem. Career development also shows less satisfaction for many employees, organization should ensure employees have the opportunity for on-going training and development. The researcher recommends management policies and practices focus on strategies of how management can utilize achievement, recognition and work conditions as a tool to keep employees motivated and satisfied in their jobs. It is also recommended that ways by which management can eliminate low motivation and job dissatisfaction amongst employees should be practiced by improving management skills, knowledge and competencies of managers especially on policy and administrative matters.