Skilled Employees Turnover & its Management in the Ministry of Justice
| dc.contributor.advisor | Mekonnen, Worku (PhD) | |
| dc.contributor.author | Tesfaye, Zeru | |
| dc.date.accessioned | 2018-07-23T12:16:17Z | |
| dc.date.accessioned | 2023-11-04T13:54:16Z | |
| dc.date.available | 2018-07-23T12:16:17Z | |
| dc.date.available | 2023-11-04T13:54:16Z | |
| dc.date.issued | 2016-06 | |
| dc.description.abstract | The purpose of this study was to examine factors of skilled employees’ turnover and its management on the Ministry of Justice. Basic questions i.e. main factors for employees’ intentions to leave their job for current & why they left the organization for ex-employees were asked in relation with demographic, controllable & non-controllable factors. The study employed quantitative and qualitative research design methods. Systematic Random and purposive sampling techniques were used to select the sample size from the population. Questionnaire and interview were used for data collection. Descriptive statistics such as percentage, mean value, cross tabulation were employed for data analysis. Based on the data analysis the following findings were recorded. The main finding indicated that dissatisfaction with job, and lack of organizational commitments was some of the factors for employee turnover. Additionally, perceived alternative employment opportunities are also one of the reasons for turnover intention. The finding also indicated the following effects of turnover including loss of experienced and skilled employees, higher recruitment costs, and higher workload due to leavers. The study result shows most of the current & ex-employees have lack of job satisfaction ; in contrary most of them do not have a problem on procedural & distributive justice they were served .This means , the lack of job satisfaction problems were rise from another discomfort. The management should examine this hidden problem expected to reach at a solution & to revive the job satisfaction of its employee’s in order to retain them. Managers of the organization should approach employees at their work place, particularly identify employees with dissatisfied and address issues not to leave their jobs. The higher the participation of employee in the decision making process, the faster for its implementation and employee satisfaction. Hence managers should encourage, employees to participate the decision making process of the organization core programs. Key Words: Skilled Employees, Turnover intentions, Turnover, Ministry of Justice, Job Satisfaction, Organizational Commitment, Perceived Alternative Employment Opportunities | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/9830 | |
| dc.language.iso | en | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Skilled Employees | en_US |
| dc.subject | Turnover intentions | en_US |
| dc.subject | Turnover | en_US |
| dc.subject | Ministry of Justice | en_US |
| dc.subject | Job Satisfaction | en_US |
| dc.subject | Organizational Commitment | en_US |
| dc.subject | Perceived Alternative Employment Opportunities | en_US |
| dc.title | Skilled Employees Turnover & its Management in the Ministry of Justice | en_US |
| dc.type | Thesis | en_US |