| Abstract: | This research is conducted to in pursuit of understanding the cause and effect of employee turnover; specifically to assess the patterns of employee turnover, assess the major factors that contribute for employee, examine the effect of employee’s turnover on organizational performance. Methodologically, the study employed an explanatory research design, where both qualitative & quantitative and data were employed; data were collected from 114 respondents using self-completion questionnaires. Accordingly, out of the total respondent data was collected 64 percent of them were male and the rest 36 percent are female. Apparently, the proportion of age and education status of respondents indicates majority of the employees are in the active working age group; apparently, the employee’s education qualification also indicates the employees of the organization are well educated. Moreover, majority of employees believed that employee turnover in the organization is high due to low salary, bad working environment and better opportunity and majority of the employees don’t want to stay in the organization if they got another opportunity. Furthermore, working environment, pay and benefit are the first three ranked factors of employee turnover followed by career development, job satisfaction and training and development. The regression analysis estimated by OLS model also shows among the anticipated six variables four of them had a significant effect on employee turnover; accordingly, the pay policy, employee benefit and career development had a significant and negative effect on employee turnover; however, training and development had a positive and significant effect on employee turnover intention. |
