JIGDAN COLLEGE

DETERMINANTS OF ACADEMIC STAFFS’ TURNOVER: THE

CASE OF BAHIR DAR UNIVERSITY

PREPARED BY: - ATNAFU ALEWEYE

ADVISOR:- GOJJAM ADEME (DR)

July,
2024

BAHIR DAR, ETHIOPIA

 Outline of presentation
 Background of the study

 Statement of the problem

 Objectives of the study

 Conceptual frame work

 Methodology of the study

 Major Result and Finding

 Conclusion and recommendation

 1. Background of the study
Martin (2003) indicated that labor turnover is an important and

pervasive feature of the labor market.

Regardless of whether organizations are in the private sector or in

the public sector, there is a general agreement that human resources

are critical to keeping organizations effective as well as maintaining

a high level of organizational performance(Hammermesh and Rees,

1984).
This indicates that organizations of all types are giving increased

attention to a common problem of business-employee turnover.

 Cont…

In relation to this, Shamsuzzoha (2003) noted that sometimes

employee turnover benefits organizations positively. This might
happen when a poor performer is replaced by a more skilled
employee and when a retired employee replaced by a younger
one.
Employee turnover may be also costly as it requires different
cost to take account such as administrative costs of recruitment,
cost of covering during the period in which there is a vacancy,
training cost for the new employee etc.
 Cont…
Carrel et al. (2000) pointed out that staff turnover may be caused
by employee expectations, high labor demand, individual
employee, job ownership, physical environment, poor employee
orientation, work content, lack of staff involvement, trust and
confidence in senior leader, low remuneration, job dissatisfaction
and unfair treatment. Staff turnover costs may be estimated to
include separation, replacement, and recruitment and training
costs.
Thus, the researcher would like to assess the determinants of
academic staffs’ turnover in the case of Bahir Dar University.
 2. Statement of the Problem
 Shaw et al. (2002) noted that employee turnover is one of the
most important study issues to organizations, and it is the one that
needs special attention.
 Employees’ voluntary turnover has adverse impacts on
organizational effectiveness, efficiency and productivity.
 Staff turnover causes loss of some of the very experienced and skilled
employees, reduction in work productivity and quality of services
rendered as well as it causes too much wastage of resources when new
staff settles and lose public confidence in the operation of the
organization (Dejen,2020).
 Cont…
 Even though some research were conducted on the
determinants of academic staff turnover the
previous research have the following gaps.
Research gap
 Most of the pervious study conducted by different researcher
has been conducted in the advanced economies so the
finding can not generalize different cultural contexts
especially in developing economies like Ethiopia with
particular reference to Bahir Dar universities.
 Cont…
 In addition no one conduct the determinants of acadamic
staff turnover incase of Bahir Dar University.
 Another research gap is although some researchers conducted
in this field, there is no researcher conducted study by
combining eight variables including (Career development
opportunities , Recognition for good work , Salary, Allowance
incentive, Work environment, Job satisfaction, Job security and
Relationship with head ) on turnover intention.
 Hence this research will be conducted to fill the above
research gap.
 3. Objective of the study
3.1 General Objective
 To examine the determinants of academic staffs’ turnover in the case

of Bahir Dar University.

3.2 Specific objectives

The specific objectives of the study are:-
1. To assess the level of turnover among academic staffs’ of Bahir Dar
University.
2. To examine if there is any significant relationship among the
determinants of academic staffs’ turnover in Bahir Dar University.

3. To investigate the effect of the determinants on academic staffs’ turnover

in the case of Bahir Dar University.
 4. Conceptual framework of the study
Independent variable Dependent variable
 Career development
opportunities
 Recognition for good work

 Salary
Academic
 Allowance incentive
staffs’ turnover
 Work environment
 Job satisfaction
 Job security
 Relationship with head

Source:- Adopted from Husain et al.(2015)

 5. Methodology of the study
Descriptive and explanatory
Research design
research design

quantitative research approach

Research approach
Source of data Primary and secondary source
Target population
2220 academic staffs of Bahir
Dar University
Sample size 339 employees
Sampling technique
simple sampling technique
Methods of data analysis Descriptive (table, graph and figure) and
Inferential Statistics (correlation and
regression)
 6. Major Result and Finding
6.1 Respondents rate
 Based on the sample conducted 339 questionnaires were
distributed.

 due to the incompleteness of data 40 (11.8%) questionnaire

had to be discarded.

 299 (88.2%) questionnaires were considered for the data

analysis
 6.2 Background Information of Respondents
Characteristics Items Frequency Percent
Male 264 88.3%
Gender Female 35 11.7%

Age 26-35 years 105 35.1%

36-45 years 126 42.1%
46-55 years 62 20.7%
Over 56 6 2.%
Diploma 7 2.3%
Level of Degree 75 25.1%
Masters 98 32.8%
education
PhD 119 39.8%
1-4 years 7 2.3%
Work 5-9 years 104 34.8%
Experiences 10-20 years 154 51.5%
More than 20 years 34 11.4%
Marital Status Single 35 11.7%

Married 258 86.3%

Divorce 6 2%
 6.3. RESULTS OF DESCRIPTIVE STATISTICS
 According to Amal Mohammed (2016) the interpretation of the mean value for
each variable is as follows; 1.00-1.80= strong disagree, 1.80-2.60= disagree, 2.60-
3.40=neutral, 3.40- 4.20= agree, and 4.20-500= strongly agree .
variable N Mean Std. Deviation
.299
Career development opportunities (CDO) 299 3.18
.97
Recognition for good work (RGW) 299 2.91
.683
Salary(S) 299 2.21
1.069
Allowance incentive (A) 299 2.07
.428
Work environment (WE) 299 3.58
.675
Job satisfaction (JS) 299 2.59
.069
Job security (JSE) 299 3.65
.979
Relationship with head (RH) 299 3.58
 Cont…

As showmen from the above table :-

 Career development opportunities rated neutral or respondents

are not sure about career development practice in the university.

 Regarding salary, majority of the respondents disagrees about the

payment they earn or salary is not enough for what they are doing
in the university.
 Majority of the participants rated about working environment is

good or agree that their working environment is good.

 With respect to job satisfaction, majority of them rated their

disagreement or they do not have job satisfaction in the university

 Cont…
 Similarly, majority of the participants agree about their
relationship with the head, but respondents tell that they do not
have recognition for good work in the university,
 Besides, majority of them stated that they disagree about
allowance.
Hence, it is possible to say that out of eight variables four of them
rated disagreement, one neutral and three independent variable
agree. This indicates that the level of turnover practices in the
university is high .
 6.4 Analysis of Correlation Results

Correlation Strength of the correlation

coefficient(r)
From 0.01 up to 0.09 Negligible association
From 0.10 up to 0.29 Low association

From 0.30 up to 0.49 Moderate association

From0.50 upto0.69 Substantial association
From 0.70 and above Very strong association
Source :- Williams and M. KhataJabor.(2011).
 Cont…

correlation analysis

Independent variables Turnover intention

Good Career development -.005

opportunities (CDO)
Law Salary (S) .396
Poor Work environment( WE) .542
Job satisfaction (JS) .581
Job dissecurity (JSE) 1.00**
Good Relationship with head -.811
(RH)
Absence of Recognition for good .924**
work (RGW)
 Cont…

As shown from the above table:-

 Turnover intension have negligible or insignificant
relationship with career development opportunities.
 Two predictor (salary and allowance) have moderate
relationship with Turnover intension.
 Two variable (work environment and job satisfaction) have
substantial association with Turnover intension.
 Three variable (job security , relationship with head and recognition for
good work ) very strong relation with Turnover intension.
 6.5. Analysis of Multiple Regressions

 Model summery

Model R R Square Adjusted R Std. Error of the

Square Estimate
.822a .676 .661 .20634
1
b. Dependent Variable: turnover intention

 As shown from the above R Square 67.6% of the variation

can be explained by the independent variables included in
this study while the remaining 32.4 % of determinants are
not explained in this study.
  Coefficients of the Determinants
Unstandardized Standardized
Model Coefficients
T Sig.
Coefficients
B Std. Error Beta

(Constant) -.625 .275 -2.270 .025

Lack of Career development .280 .084 .223 3.324 .001

1 opportunities (CDO)
Law Salary (S) .307 .090 .241 3.423 .001
Poor Work environment( WE) .243 .053 .278 4.608 .000
job dissatisfaction (JS) .242 .059 .252 4.082 .000
job insecurity (JSE) .201 .235 .264 4.101 .000
Poor relationship with head .203 .061 .281 3.810 .000
(RH)
Abesence of Recognition for .303 .080 .243 3.435 .001
good work (RGW)
Law Allowance (A) .199 .068 .185 2.907 .004
 Cont…
 The regression model revealed that the all eight independent

variables under the study (career development opportunities ,

salary, work environment, job satisfaction, job security,
relationship with head, recognition for good work and
allowance/incentive ) have positive and significant for employee
turnover intention in Bahir Dar university.
 7. Conclusion
 From descriptive statics the level of turnover practices in the
university was found to be high.
 The finding of the study shows that all eight independent variables
under the study (career development opportunities , salary, work
environment, job satisfaction, job security, relationship with head,
recognition for good work and allowance/incentive ) have positive
and significant for employee turnover intention.
 The independent variable explained 67.6% of employee turnover
intention while the rest 32.4 % were influenced by other variable

which is not include in this study.

 8. Recommendation
Based on the finding of the study the researcher recommended that:-
 It is recommended that Bahir Dar University shoud create good working
environment for academic staffs by providing appropriate resources for
conducting daily such as teaching learning process.
 The university should strive to provide important reward, allowance or
incentives to retain academic staffs. Besides, it also provides clear career
path, promotion opportunities and improving working environment for the
employees.
 The university should improve the relationship with head which made,, job
security, job satisfaction and recognize for good work, salary, career
development opportunities and allowance which help to retain the academic
staffs.
 Other researcher should also work on in the area that this research did not touch.
 u !!!
k y o
h an
T