Open AccessFactors Influencing Labour Turnover Intentions in Non-Governmental Organization: Insights from Christian Social Service Commission (CSSC) in Dar es Salaam
Author(s) -
Yustin Ignas Bangi,
Prisca Levi Mgeni
Publication year - 2022
Publication title -
european journal of humanities and social sciences
Language(s) - English
Resource type - Journals
ISSN - 2736-5522
DOI - 10.24018/ejsocial.2022.2.1.193
Subject(s) - government (linguistics) , commission , turnover , business , descriptive statistics , turnover intention , work (physics) , service (business) , scale (ratio) , public relations , marketing , organizational commitment , political science , management , economics , finance , mechanical engineering , philosophy , linguistics , statistics , mathematics , physics , quantum mechanics , engineering
Managing labour turnover is critical for any organization sustainability and competitiveness. In the past, turnover was higher in government organizations as compared to non-Governmental Organizations. Currently however, non-Governmental organizations are facing difficulties to retain good performers, experienced and well trained employees due to high turnover. This study attempted to assess factors influencing labour turnover intentions in non-Governmental Organizations by taking the case of the Christian Social Service Commission (CSSC) in Dar es Salaam. Specifically, the study sought to assess how work-related factors, organization factors and personal factors influence labour turnover intentions at CSSC. A case study design and quantitative approach were employed in this study. Data was collected from 80 employees through standardized questionnaire, and both descriptive and inferential statistics procedures were applied in data analysis. The research revealed that organization factors and work-related factors moderately influence turnover intentions, whereas the personal factors had no significant influence. In this respect improving on salaries, fringe benefits, personal career advancement opportunities, involvement in decision making, friendly organization policies, job securities to name a few will scale down turnover intensions. However, further studies can be carried out including more variables than those assessed in this study to reveal factors affecting labour turnover intentions.