FACTORS THAT AFFECT EMPLOYEE TURNOVER INTENTION AT HEINEKEN BREWERIES SC, ETHIOPIA

Abstract

Research to minimize employee turnover has brought to attention a variety of inconsistent findings. For this very reason, it remains a challenge to many firms in specially those which operate in fast moving goods production such as Heineken SC. This study, therefore, identifies the relationship between intrinsic factors which encompass job satisfaction, target achievement, team work, career advancement and freedom to perform duties and responsibilities and extrinsic factors which are expressed as compensation, benefits, working culture and interpersonal relationships, both of which factors that affect employee turnover intention. Respondents were only current employee and middle level managers. The staff was categorized into four strata, namely central, brewery and sales staffs .Thus, stratified random and convenience sampling method was employed and 278 respondents were selected from 1000 staffs and out of these 213 are replied. . The response rate was 76.61 %. The research was done based on primary and secondary data sources. A self-administered questionnaire was designed to collect the relevant information from the respondents. Qualitative and quantitative research approach were employed. The data from interview generated qualitative data and the quantitative data generated from research questioner. The collected data were analyzed using descriptive statistics and employed binary logits regression analysis to get the desired outcome of the research.. The results revealed that job satisfaction lines up with line managers, freedom to perform duties and responsibilities and compensation and benefits these are the major factors that affect employee turnover intention. Results also revealed that there was an inverse relationship between the turnover intention and intrinsic and extrinsic factors. Having competitive compensation structure proved to be has the decisive factor driving employee turnover intention.