Factors Affecting Employees Turn Over Intenion In Ethiopian Food, Medicine And Health Care Administration And Control Authority (FMHCACA)
| dc.contributor.advisor | Beyene, Abeba (PhD) | |
| dc.contributor.author | Woldu, Ashenafi | |
| dc.date.accessioned | 2019-04-11T07:52:47Z | |
| dc.date.accessioned | 2023-11-04T13:52:40Z | |
| dc.date.available | 2019-04-11T07:52:47Z | |
| dc.date.available | 2023-11-04T13:52:40Z | |
| dc.date.issued | 2018-02-12 | |
| dc.description.abstract | The main objective of the study was to identify factors affecting employees’ turnover in the Ethiopian Food, Medicine, Health Care & Administration & Control Authority (FMHCACA). The researcher used explanatory design/method using stratified sampling to collect data in order to achieve the stated objective. In order to achieve this objective, the study employed both primary and secondary data sources. The primary data were collected by using questionnaires distributed to182 sample respondents from a target population 333 staff working in Addis Ababa head quarter. Data analysis was conducted using Statistical Package for Social Science (SPSS Window) Version 23. The tests involved are means and standard deviations, Pearson correlation Coefficient, one-way ANOVA & multiple regressions. Using Cronbach’s alpha coefficient, reliability was calculated to be 0.752. The correlation analysis showed that there is a negative and inversely relationship or correlation between factors or variables (job satisfaction, organization & work environment, salary & reward, and organizational commitment) and turnover intention. Perceived work life balance has no relationship on turnover intention. From the multiple regression analysis, it was observed that job satisfaction, salary and reward, and organizational commitment variables have significant impact on turnover intention. On the other hand, organization & work environment, & perceived work-life balance have relatively not significant impact on employees’ turnover intention. From the R square value, it is shown that 16.8% of variation in turnover intention is explained by factors of turnover. This calls for the new initiative by the organization to come up with good retention strategy and redesign HRM policies that will achieve positive behavioral & performance outcomes | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/17835 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Employee Turnover | en_US |
| dc.subject | Turnover intention | en_US |
| dc.subject | FMHACACA | en_US |
| dc.title | Factors Affecting Employees Turn Over Intenion In Ethiopian Food, Medicine And Health Care Administration And Control Authority (FMHCACA) | en_US |
| dc.type | Thesis | en_US |