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INFLUENCE OF LABOUR TURNOVER ON ORGANIZATION
PERFORMANCE IN TANZANIA PUBLIC SECTOR
CASE STUDY OF PUBLIC SERVICE COMMISSION (PSC)
By
Shimo, John Samwel
A Dissertation Submitted as a Partial Fulfilment of the requirements for Award
of the Degree of Master of Science in Human Resource Management (MSc.
HRM) of Mzumbe University
November, 2020
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CERTIFICATION
We, the undersigned, certify that we have read and hereby recommend for
acceptance by the Mzumbe University, a dissertation entitled Influence of Labour
Turnover on Organization Performance in Tanzania Public Sector: Case Study
of Public Service Commission (PSC), in partial fulfillment of the requirements for
award of the degree of Master of Science in Human Resources Management of
Mzumbe University.
________________
Major Supervisor
________________
Internal Examiner
________________
External Examiner
Accepted for Mzumbe University, Dar Es Salaam Campus College
___________________________________________________________
CHAIRPERSON, DAR ES SALAAM CAMPUS COLLEGE BOARD
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DECLARATION
AND
COPYRIGHT
I, John Samwel Shimo declare that this dissertation is my own original work and
that it has not been presented and will not be presented to any other university for a
similar or any other degree award.
Signature: _____________________
Date:__________________________
© 2020
This dissertation is a copyright material protected under the Berne Convention, the
Copyright Act 1999 and other international and national enactments, in that behalf,
on intellectual property. It may not be reproduced by any means in full or in part,
except for short extracts in fair dealings, for research or private study, critical
scholarly review or discourse with an acknowledgement, without the written
permission of Mzumbe University, on behalf of the author.
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ACKNOWLEDGEMENT
This dissertation contributed and cooperated efforts of many individuals. It is not
impossible to mention all of them, I would like to mention just few of them. Firstly, I
am grateful to God for His blessing and grace. Secondly, I am particularly indebted
to my supervisor, Dr.Venance Shillingi, for his kind guidance and devotion. His
scholarly advice, encouragement, tireless efforts and concern for accuracy have led
this study into its successful accomplishment.
Also I would like to express my sincere appreciation to the Management of Public
Service Commission in general for allowing me to conduct a research at that
particular workplace.
Thirdly, I would like to extend my sincere thanks to all people who helped me during
my data collection stage and those who supported me by responding to written
questionnaires. The achievement of this report, belong to them. May God bless you
all.
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LIST OF ABBREVIATIONS
HRM Human Resource Management
HR Human Resource
PSC Public Service Commission
SPSS Statistical Package for Social Science
BLS Bureau of Labour Statistics
EU European Union
UK United Kingdom
OP Organization Performance
ASI Absence of Salary Increase
UA Unpaid Arrears
WC Working Conditions
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ABSTRACT
This entails the description of the study on assessing the influence of labour turnover
on organization performance in public sector organizations in Tanzania. The study
was guided by three specific objectives which are to determine the effect of absence
of salary increase on organization performance in public sector in Tanzania, to
establish the extent to which unpaid arrears affect organization performance in public
sector in Tanzania; and to ascertain the effect of working conditions on organization
performance in public sector in Tanzania.
Causal relationship approach was used to assure information gathering whereas
results were collected from Public Service Commission (PSC) as the case study
through structured questionnaires to facilitate the relationship testing between study
variables from the sample of 60 participants as respondents for the study. The
collected results from the field were grouped and filled in the SPSS software version
23.0 to produce relevant statistical measurements to address the relationship between
study variables.
With that, descriptive statistics were generated from the software after filling the
results which were used to describe the profile of the respondents in the public sector
organization. Apart from that, correlation and multiple regressions were generated
also to provide description of the relationship between study variables which
generated actual results. In that note, results indicated that all three independent
variables which are absence of salary increase, unpaid arrears and working
conditions were positive with statistical significant outcome on organization
performance as the dependent variable since p<0.05. The implication of the results
were such that organization performance in public sector through labour turnover in
Tanzania is strongly affected by absence of salary increase, unpaid arrears and
working conditions as the tested independent variables. Therefore, the study
recommended that it is important for the government to be keen with salary increase
that it is the utmost desire of the employees in the public sector such that once the
government respond to this they may be highly motivated.
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TABLE OF CONTENTS
CERTIFICATION ...................................................................................................... i
DECLARATIONANDCOPYRIGHT ...................................................................... ii
ACKNOWLEDGEMENT ........................................................................................ iii
LIST OF ABBREVIATIONS .................................................................................. iv
ABSTRACT ................................................................................................................ v
LIST OF TABLES .................................................................................................... ix
LIST OF FIGURES ................................................................................................... x
CHAPTER ONE ........................................................................................................ 1
INTRODUCTION AND PROBLEM SETTING .................................................... 1
1.1 Introduction ............................................................................................................ 1
1.2 Background to the Problem .................................................................................... 1
1.3 Statement of the Problem ....................................................................................... 4
1.4 Research Objectives .............................................................................................. 5
1.4.1 General Objective................................................................................................ 5
1.4.2 Specific Objectives............................................................................................. 5
1.5 Research Hypotheses ............................................................................................. 5
1.6 Significance of the Study ...................................................................................... 5
1.7 Scope of the Study ................................................................................................ 6
1.8 Organization of the Study ..................................................................................... 6
CHAPTER TWO ....................................................................................................... 7
LITERATURE REVIEW .......................................................................................... 7
2.1 Introduction ............................................................................................................ 7
2.2 Definition of Key Terms ........................................................................................ 7
2.2.1 Labour Turnover ................................................................................................. 7
2.2.2 Public Sector ....................................................................................................... 7
2.3 Theoretical Reviews ............................................................................................... 8
2.3.1 Two Factor Theory .............................................................................................. 8
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2.3.2 Expectancy Theory.............................................................................................. 9
2.3.3 Labour Turnover Practices .................................................................................. 9
2.4 Conceptual Framework ........................................................................................ 20
2.5 Empirical Reviews ............................................................................................... 23
2.6 Synthesis and Research Gap ................................................................................ 35
CHAPTER THREE ................................................................................................. 37
RESEARCH METHODOLOGY ........................................................................... 37
3.1 Introduction .......................................................................................................... 37
3.2 Research Strategy ................................................................................................. 37
3.3 Survey Population ................................................................................................ 37
3.4 Area of the Survey ............................................................................................... 37
3.5 Sampling and Sampling Procedures .................................................................. 38
3.6 Sample Size .......................................................................................................... 38
3.7 Methods of Data Collection ................................................................................. 39
3.9 Validity and Reliability ........................................................................................ 40
CHAPTER FOUR .................................................................................................... 42
PRESENTATION OF FINDINGS ......................................................................... 42
4.1 Introduction .......................................................................................................... 42
4.2 Respondents Profile ............................................................................................. 42
4.2.1 Age of the Respondents .................................................................................... 42
4.2.2 Gender of the Respondents ............................................................................... 43
4.2.3 Education Level of the Respondents ................................................................. 44
4.2.4 Respondents’ Working Duration....................................................................... 44
4.3 Description of the Study Variables ...................................................................... 45
4.3.1 Mean and Standard Deviation ........................................................................... 45
4.3.2 Correlation and Multiple Regression ................................................................ 47
4.3.2.1 Correlation Analysis ...................................................................................... 47
4.3.2.2 Multiple Regression Analysis ........................................................................ 48
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CHAPTER FIVE ...................................................................................................... 49
DISCCUSSION OF RESEARCH FINDINGS ...................................................... 49
5.1 Introduction .......................................................................................................... 49
5.2 Profile of the Respondents ................................................................................... 49
5.3 Salary and Organization Performance ................................................................. 50
5.4 Unpaid Arrears and Organization Performance ................................................... 51
5.5 Working Conditions and Organization Performance ........................................... 51
CHAPTER SIX ........................................................................................................ 53
SUMMARY, CONCLUSION AND RECOMMENDATIONS ............................ 53
6.1 Introduction .......................................................................................................... 53
6.2 Summary .............................................................................................................. 53
6.3 Conclusion ........................................................................................................... 54
6.4 Policy Implication ................................................................................................ 55
6.5 Recommendations ................................................................................................ 56
REFERENCES ......................................................................................................... 58
APPENDICES .......................................................................................................... 64
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LIST OF TABLES
Table 3.1 Variables and Measurements--------------------------------------------------------- 39
Table 3.2 Cronbach Alpha Test ------------------------------------------------------------------ 40
Table 4.1 Distribution of Respondents by Age ------------------------------------------------ 42
Table 4.2 Distribution of Respondents by Gender -------------------------------------------- 43
Table 4.3 Distribution of Respondents by Level of Education ------------------------------ 44
Table 4.4 Distribution of Respondents by Working Duration ------------------------------- 45
Table 4.5 Mean and Standard Deviation ------------------------------------------------------- 46
Table 4.6 Model Summary ----------------------------------------------------------------------- 47
Table 4.7 Correlation Analysis------------------------------------------------------------------- 47
Table 4.8 Multiple Regression ------------------------------------------------------------------- 48
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LIST OF FIGURES
Figure 2. 1: Conceptual Framework........................................................................... 21
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CHAPTER ONE
INTRODUCTION AND PROBLEM SETTING
1.1 Introduction
The chapter intends to describe the problem and its setting which is executed through
various sections including the background to the problem, statement of the problem,
research objectives and questions, significance of the study, scope of the study,
limitations and delimitations of the study and organization of the study.
1.2 Background to the Problem
Labour turnover in organizations both public and non-public is an inevitable practice
since it is there and exist because some situations with some being legally mandated
to occur and others tend to foster turnover such as retirement of the employee(s) on
legal requirements, sickness, death and several others (Trip, 2016). Such situations
and occurrences fosters turnover to be inevitable such that it is likely to occur. Other
practices causing turnover include resignation implying voluntary departing of the
employee(s), termination, dismissal and others with the implication of the
employee(s) leaving the organization (Beam, 2014).
Since labour turnover is inevitable in organizations still it is assessed on its magnitude
in the organization to determine whether it is good or bad for the organization
(Crispin, 2017). The organization with high employee turnover is likely to be affected
since it distorts productivity especially when the productive workforce leaves the
company or the organization. In that note, for organizations with low labour turnover
they tend to be in good and better position pertaining to productivity and performance
because large number of productive and experienced workforce is retained in the
organization and automatically assures good performance (Academy, 2013).
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Since that is the case, labour turnover has been caused by various concerns with some
employee encounters and others organization concerns such as misconducts of the
employees such as gross negligence practices including corruptions, cheatings and
others depending on the nature and function of the organization (McCloyet al, 2019).
Also, sometimes organization practices in certain instances may cause turnover of the
employees such as poor management, weakness in issuing payments, poor motivation
practices and others. Such practices tend to affect employees in the organization
causing several behaviour changes leading to turnover (Lee et al, 2018).
Organizations strive in different ways to reduce labour turnover because in reality
affects the well-being of the organization in terms of performance and productivity.
This is performed by several measures employed with most being motivational
practices which vary depending on the organization policies (Testa, 2013). Some may
be financial rewards and others non-financial rewards and some combination of both
financial and non-financial rewards. For instance, public organizations in most cases
tend to possess non-financial initiatives than financial ones to motivate its employees
as means to reduce turnover rates (Testa, 2013).
The initiatives include recognition, appreciations and others; and for most private
organizations they use financial initiatives and non-financial measures all together
such as allowances of different kinds including transport, communication, salary
increase and top-ups, bonuses, night allowances, disturbance allowances,
recognitions, rewards and several others (Stanek, 2019). The purpose of all such
measures is to attract employees to work in the organizations and reduce labour
turnover for the greater good of the organizations.
Tanzania in particular consists of organizations both public and private in different
sectors with adequate productivity (Harper, 2013). They consist of employees of
different categories such as full time employees, permanent ones, part time
employees, volunteers and others depending on the policy of the individual
organization. Employees serve as primary subject towards assuring the duties and
responsibilities of the organization(s) are realized through productivity. However,
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they have been experiencing turnover in different ways as a result of several reasons
such as resignations, retirements, terminations, illness of the employees and others
(Harper, 2014).
Since that is the case, some organizations have been experiencing high labour
turnover and others low labour turnover depending with the practices and policies
(Wairagala, 2016). Specifically with the public sector organizations most employees
in recent years have been expressing dissatisfaction sentiments with some leaving and
moving to some private sector entities especially the international organizations and
others regardless of the security of tenure on the job which they have been enjoying
and assured (Heale & Wong, 2018).
Many remained in the organizations work for survival since they need a job but
demoralized and less motivated. This has been attributed by absence of salary
increase for some years that with the current regime in place has refused to issue
salary increase to most of the public servants. Despite that, other staff benefits such
arrears still have not been paid to the employees in different cadres which has been
affecting the morale of the employees at work (Skinner, 2017). Furthermore, working
conditions to some employees are less favorable because in the past they enjoyed
opportunities with frequent allowances which are no longer available currently and
affect the well-being at work.
This assures the need to conduct the study because various studies have been
performed on employee turnover in Tanzania including Kanyangemu (2017) assessed
factors causing employee turnover in Tanzania mining sector. Despite that, Mwakyosi
(2018) also assessed factors influencing employee mobility in Tanzania commercial
banks with implication to turnover rate. In that regard, little studies have been
conducted on labour turnover in public sector organizations which is the gap to be
filled.
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1.3 Statement of the Problem
It is certain that with current government practices there have been dissatisfaction
sentiments among public servants in different establishments of the government both
local and central government (Heale & Wong, 2018). This has been causing labour
turnover with some moving to other non-government entities especially those with
good and attractive experience and qualifications. For many remained in the services
are mostly demotivated and demoralized as a result of several concerns including
absence of salary increase, unpaid arrears to some employees in certain carders and
poor working conditions with less motivation to the employees pertaining to financial
rewards (Heale & Wong, 2018).
This prompts the need to conduct the study because several studies have been
conducted on turnover rates of employees in Tanzania including Temu (2014)
examining factors influencing employee turnover rates in private sector organizations
with reference to the banking sector. The findings revealed that limited career growth,
limited security of tenure and working conditions have been the key factors fostering
the situation. Since that is the case, the study further recommended for turnover
assessment in public organizations for further analysis. In addition to that, Urassa
(2018) assessed factors influencing retention of employees in Tanzania public sector
with the focus to local government authorities despite the complaints on the
conditions.
Findings revealed that employees tend to stay in the public sector because they fear
the competition in other entities prior to labour market. Also, some of the employees
have permanent contracts which are not willing to lose them. Furthermore, some
employees have limited qualifications which they fear to get of the government
system. In that regard, little still has been done on labour turnover in public
organizations which is the gap to be filled. Therefore, the study is performed
specifically to assess the influence of labour turnover on organization performance in
public sector organizations in Tanzania.
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1.4 Research Objectives
1.4.1 General Objective
i. The general objective of the study was to assess influence of labour turnover
on organization performance in Tanzania public sector.
1.4.2 Specific Objectives
i. To determine the effect of salary on organization performance in public sector
in Tanzania.
ii. To establish the extent to which unpaid arrears affect organization
performance in public sector in Tanzania.
iii. To ascertain the effect of working conditions on organization performance in
public sector in Tanzania.
1.5 Research Hypotheses
The study is guided by the assumption that labour turnover negatively affects
organization performance in public sector organizations in Tanzania. Therefore three
hypotheses have been derived stated as follows:
1: Salary affect organization performance in Tanzania public sector.
2: Unpaid arrears affect organization performance in Tanzania public
sector.
3: Working conditions affect organization performance in Tanzania
public sector.
1.6 Significance of the Study
The study is useful in the sense that it address issue of labour turnover in Tanzania
public sector which has been less undertaken for the purpose of addressing the
situation. The findings may be useful to foster drastic measures for harmonizing the
situation among public servants to enable the creation of attractive environment for
public servants to work and deliver. This is necessary because it is something that
assures the generation of gains to the government entities as offices through
performance of the entities.
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In addition to that, the study intends to show the effect of working conditions absence
of salary increase and unpaid arrears on the performance of the organization through
turnover rate.
The study serve as the avenue for the other studies to be pursued since the knowledge
that is generated may be used to generate other gaps for other studies to be pursued in
the future. The study further enables the completion of the study program because it
is the requirement to be accomplished.
1.7 Scope of the Study
The study is performed within the scope of employee/labour turnover in public sector
organizations in Tanzania whereas the findings intend to cover the area in assuring
generation of new knowledge. In that case, the study is performed with the reflection
to Tanzania public sector context.
1.8 Organization of the Study
The study is performed and being set in five chapters. The first chapter provides the
setting of the problem being studied generating the gap to be filled. The second
chapter provides the literature review of the study which comprise of the empirical
studies, theoretical reviews and the conceptual framework of the study describing the
study variables. The third chapter provides the research methodology of the study
comprising of various methods and techniques to accomplish the study. Chapter four
presents the findings of the study, analysis and the discussion of the study findings.
The last chapter provides the summary of the study, conclusion and
recommendations; as well as areas for further studies in the future.
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CHAPTER TWO
LITERATURE REVIEW
2.1 Introduction
The chapter provides the literature review of the study comprising of the definition of
key terms, theories guiding the study and the empirical studies. The theories and
empirical studies seeks to assure the generation of views from other scholars in
connection to the study and the justification of the gaps to be pursued to undertake the
study. The chapter further describes the conceptual framework of the study consisting
of the variables of the study in connection to the study.
2.2 Definition of Key Terms
2.2.1 Labour Turnover
Labour turnover is the concept in human resources management (HRM) which refers
to the practice and act of replacing an employee with the new employee (Ruby,
2002). The replacement is done through several concerns including inevitable
encounters such as illness, death, retirements and others. Also, there are other issues
within the organization which may be attributed by the employee or the organization
itself such as working conditions, gross negligence, and several others for that matter
(Skabelund, 2008). It is something that is unhealthy to the organization because as it
persist usually affects productivity of the organization which becomes negatively
affecting the entity at large.
2.2.2 Public Sector
Public sector refers to the part of the economy which is composed of the public
enterprises and services (Barlow et al, 2010). It consist of establishments that have
been designed specifically to serve the many as the public such as organizations,
social services, water services, and others that are meant to be used by the public as a
whole (Barlow et al, 2010). This comprise of the ventures in the country such as
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health, education, transport, welfare, mining, insurance, social security, governance
and several others as per the country’s endorsement.
2.3 Theoretical Reviews
2.3.1 Two Factor Theory
This is a motivation theory which focus on job satisfaction attainment that has been
propagated by Frederick Herzberg (Pardee, 1990). The theory provides that job
satisfaction in an organization is influenced and facilitated by two main factors which
are motivating factors and hygiene factors. The theory further provides that once the
factors are not realized in the organization automatically affects job satisfaction to the
employees (Gonzaga et al, 2006). Motivating factors include the work itself,
achievement, recognition, growth, advancement, and others.
They are important because they tend to foster direct motivation to the employee(s)
which automatically fosters satisfaction on the job (Deckers, 2018). The factors are
not static but rather dynamic as they change overtime due to events, time and space.
Hygiene factors on the other hand include elements associated with the organization
that may cause satisfaction or dissatisfaction depending on the way they are executed
(Salamone & Correa, 2012). They specifically consist of salary(s), company policy(s)
in different encounters, working conditions, job security, work-life balance and
others.
Hygiene factors are essential and productive provided that they tend to address the
good and the well-being of the employees to support the motivating factors. Once the
practice is the opposite job satisfaction is affected (Gonzaga et al, 2001).
The theory is connected to the study because job satisfaction to the employees has
impact on turnover such that once employees are well satisfied in the job retention is
automatic. However, with the dissatisfaction level being high labour turnover is likely
to exceed or presence of employees in the organization who are demoralized.
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2.3.2 Expectancy Theory
This is a motivation theory which has been developed and propagated by Victor
Vroom asserting that motivation in workplace to the employees is facilitated as a
result of the expectations they may be possessed by the individual employee from the
organization (Locke, 2009). This is certain with the fact that expectations of the
employees in the workplace once are fully realized they tend to foster satisfaction on
the job and motivation for that matter (Latham, 2012). Since that is the case,
expectations are key remedies towards outcomes prior to motivation.
However, once the expectations of the employee(s) are not realized automatically
motivation is affected which also consist of negative outcomes pertaining to job
satisfaction (Ryan & Deci, 2000).
The theory is relevant to the study in the sense that expectations of the employees in
an organizations as they are realized implies job satisfaction which has positive
impact on turnover of the employees positively or negatively. Once the expectations
are less realized automatically labour turnover increases in the organization.
2.3.3 Labour Turnover Practices
Employee turnover is a useful concept in the field of Human Resources Management
(HRM) context. In Human Resources Management (HRM) employee turnover
suggests the demonstration of supplanting a representative with another worker (Trip,
2009). Partings among associations and workers may comprise of end, retirement,
passing, interagency moves, and renunciations (Trip, 2009).
An association's turnover is estimated as a rate, which is alluded to as its turnover
rate. Turnover rate is the level of representatives in a workforce that leave during a
specific timeframe. Associations and enterprises in general measure their turnover
rate during a financial or schedule year (Trip, 2009).
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When a business comprises of high turnover rate comparative with its rivals, it
implies that workers of that organization have a shorter normal residency than those
of different organizations in a similar industry. High turnover might be hurtful to an
organization's profitability if talented laborers are regularly leaving and the specialist
populace contains a high level of amateurs (Colvin, 2019).
Organizations will frequently follow turnover inside across offices, divisions, or other
segment gatherings, for example, turnover of ladies versus men. Most organizations
permit supervisors to fire representatives whenever, in any way, shape or form, or for
reasons unknown by any stretch of the imagination, regardless of whether the worker
is on favorable terms.
Furthermore, organizations track deliberate turnover all the more precisely by giving
splitting workers studies, along these lines distinguishing explicit reasons with
regards to why they might be deciding to leave.
Numerous associations have found that turnover is decreased essentially when issues
influencing workers are tended to quickly and expertly. Organizations attempt to
lessen worker turnover rates by offering advantages, for example, paid days off, paid
occasions and adaptable calendars (Beam, 2014).
In the United States, the normal aggregate of non-ranch occasionally balanced month
to month turnover was (3.3%) for the period from December, 2000 to November,
2008 (BLS, 2008). Be that as it may, rates change generally when analyzed over
various timeframes and with various employment areas.
For instance, during the 2001-2006 periods, the yearly turnover rate for all industry
segments arrived at the midpoint of (39.6%) before occasional modifications, while
the recreation and accommodation area encountered a normal yearly pace of (74.6%)
during this equivalent period (BLS, 2008).
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High turnover frequently implies that workers are disappointed with their
occupations, particularly when it is moderately simple to locate another one (Carsten
and Spector, 1987). It can likewise show dangerous or unfortunate conditions or that
too barely any representatives give agreeable execution because of ridiculous desires,
improper procedures or apparatuses, or poor competitor screening.
The absence of profession openings and difficulties, disappointment with the activity
degree or strife with the administration has been referred to as indicators of high
turnover. Each organization has its own one of a kind turnover driver so organizations
should constantly work to distinguish the issues that cause turnover in their
organization (Colvin, 2019).
Further the reasons for whittling down fluctuate inside an organization with the end
goal that foundations for turnover in one division may be altogether different from the
reasons for turnover in another office. Organizations can utilize post-employment
surveys to discover why representatives are leaving and the issues they experienced in
the working environment.
Low turnover shows that nothing unless there are other options is valid:
representatives are fulfilled, sound and safe, and their exhibition is palatable to the
business. Be that as it may, the indicators of low turnover may once in a while
contrast than those of high turnover.
Beside the front referenced profession openings, compensation, corporate culture, the
board's acknowledgment, and an agreeable work environment appear to affect
representatives' choice to remain with their manager. Numerous mental and the
executives hypotheses exist in regards to the sorts of occupation content which is
characteristically fulfilling to workers and which, thusly, ought to limit outside willful
turnover.
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Models incorporate Herzberg's two factor hypothesis, McClelland's Theory of Needs,
and Hackman and Oldham's Job Characteristics Model (Hackman, Richard and
Oldham, 1976).
Workers are significant in any running of a business that without them the business
would be fruitless. Nonetheless, an ever increasing number of managers today are
finding that workers stay for around 23 to two years, as indicated by the 2006 Bureau
of Labor Statistics (BLS, 2008). The Employment Policy Foundation expresses that it
costs an organization a normal of $15,000 per worker which incorporates partition
costs, including desk work, joblessness; opening costs, including additional time or
impermanent representatives and substitution costs including ad, talk with time,
movement, preparing, and diminished efficiency when associates leave. Giving an
invigorating work environment condition which cultivates glad, propelled and
enabled people, brings down worker turnover and non-attendant rates (ASPD, 2005).
Advancing a workplace that cultivates individual and expert development advances
agreement and support on all levels, so the impacts are felt companywide (ASPD,
2005).
Nonstop preparing and support builds up a work power that is equipped, reliable,
serious, compelling and effective (ASPD, 2005). Starting on the primary day of work,
furnishing the person with the essential abilities to play out their activity is significant
(Costello, 2006).
Prior to the principal day, it is significant the meeting and employing process open
recently recruited employees to a clarification of the organization, so people know
whether the activity is their best decision (Testa, 2008). Systems administration and
planning inside the organization gives progressing execution the executives and helps
construct connections among associates (Testa, 2008). It is likewise imperative to
persuade workers to concentrate on client achievement, productive development and
the organization prosperity (Testa, 2008).
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Managers can keep their workers educated and included by remembering them for
tentative arrangements, new buys, strategy changes, just as acquainting new
representatives with the workers who have gone well beyond in gatherings (Testa,
2008).
Early commitment and commitment en route, shows workers they are significant
through data or acknowledgment rewards, causing them to feel notwithstanding
(Testa, 2008). At the point when organizations recruit the best individuals, new
ability recruited and veterans are empowered to arrive at organization objectives,
expanding the speculation of every worker (Testa, 2008). Setting aside the effort to
tune in to representatives and causing them to feel included will make dependability,
thusly decreasing turnover considering development (Skabelund, 2008).
A few variables have been proposed by different researchers in the field of HR the
executives (HRM) and organization so far as that is concerned which are inspirational
situated. This is because of the way that Testa (2008) proposes that representative
fulfillment in a substance fill in as the reason for turnover in light of the fact that once
an individual isn't fulfilled since it is a relative inclination among workers in an
association. This involves once one is very much disappointed in the association
turnover is inescapable while the other way around is additionally sure.
Regardless of that, the other concern is issue expressed by Skabelund (2008) that
turnover may likewise be brought about by the presentation of the association that
once workers discover that the substance isn't sure in the advancement and the future
naturally they will in general leave the entity(s).
This is for the most part credited particularly when the element endures extreme
money related emergency that representatives who effectively lose trust will in
general leave the association and move to other people; or taking part in different
exercises. This in totality involves turnover on representatives.
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Other than that, Costello (2006) recommends that occasionally turnover of
representatives in an association might be ascribed by the reality reasons which are
close to home as a person. This is because of the way that a few people want to act
naturally utilized to such an extent that working is considered as a dare to obtain
capital or certain experience and aptitudes and later participate in own exercises.
This has likewise been causing turnover though at some point isn't the issue of the
element and the administration; yet rather close to home worries of the person.
Notwithstanding that, few issues as a general rule have been depicted and referenced
everywhere throughout the globe in various conditions as reasons for representative
turnover. Be that as it may, the examination explicitly plans to decide the reasons for
the turnover rate in mining industry in Tanzanian setting and the earth regardless of a
few endeavors relating to persuasive perspectives utilized by the elements to pull in
representatives.
A few researchers also have recommended a few worries on workplace similar to the
impacting factor on the worker turnover. This is apparent with Kumari, Joshi and
Pandey (2014) recommending that representative turnover or maintenance so far as
that is concerned in an association is to a great extent controlled by the degree of
reasonableness existing in the connection between the employer(s) and the
employee(s) in an association setting. This involves the workplace of an element that
since the connection between the two characterize the example of the work space.
Kumari, Joshi and Pandey (2014) contends that the connection between the two
subjects in an association setting is well and positive turnover will in general be
exceptionally low and now and then none for a long while.
However, when the relationship isn't well with heaps of anomalies, misconception,
undesirable practices, contempt, intentional dissatisfactions and others; turnover of
workers perseveres. In spite of a few worries on turnover rate as being credited by
workplace; the examination tries to decide the circumstance relating to the work
space in mining area or potentially industry in Tanzania causing worker turnover.
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A few investigations too have demonstrated association approaches causing worker
turnover with the end goal that Beam (2014) gives a few arrangements considered
fundamental causing representative turnover in association settings to such an extent
that compensation strategies similar to the essential issue and the worry.
This is because of the way that people are reasonable creatures and on-screen
characters figuring increases and misfortunes; just as evaluating the expense and
advantage examination in the entirety of their endeavors.
With that, when the substance comprise pay strategy with no raise and simple
methods for development naturally disheartens specialists by and large. Additionally,
when the substance establishes fixed compensations with no opposition again may
cause disappointment among representatives. This system has worked with the
greater part of created nations that in substances individuals may have comparative
capabilities yet various pay rates because of execution and commitment at work.
Regardless of compensation strategy, Beam (2014) additionally proposes that
vocation strategy might be a wellspring of either maintenance or turnover in an
association since every single worker particularly the talented ones it is their most
extreme desires to accomplish serious extent of profession development.
Be that as it may, when the association has less chances and adventures on profession
development and improvement; naturally turnover may high with worker move to
look for vocation development and advancement.
Besides, Trip (2009) further proposes that inspiration and remunerating strategy
similar to the reason for turnover or maintenance since the way that people as workers
are sound creatures.
Since that is the situation, the manner in which the substance rewards others is very
much evaluated by the representatives with the end goal that once it clings to
reasonableness and equity; turnover might be low and the other way around. Despite
that, the examination expected to research association arrangements in open part
causing representative turnover in Tanzania.
16
This is encouraged by versatile execution which is acclimating to and understanding
change in the working environment. A worker who is adaptable is esteemed and
significant in the accomplishment of an association (Pulakos et al, 2000).
Businesses look for representatives with high flexibility, because of the positive
results that follow, for example, superb work execution, work demeanor, and capacity
to deal with pressure. Representatives, who show high versatile execution in an
association, will in general have more favorable circumstances in vocation openings
dissimilar to workers who are not versatile to change. In past writing, Pulakos and
partners built up eight components of versatile execution.
Pulakos built up a scale for versatile execution dependent on their eight-measurement
model. This scale, the Job Adaptability Inventory (JAI), contains 132 inquiries.
Another comparable apparatus is the I-ADAPT measure (I-ADAPT-M) created by
Ployhart and Bliese dependent on their I-ADAPT hypothesis (Leiz, 2009).
They concentrated on versatility as a character like characteristic which portrays
person's capacity to adjust to authoritative changes. Along these lines, there is a
contrast between I-ADAPT-M and the JAI which estimates versatile execution as
practices. The I-ADAPT-M likewise has eight measurements which are emergency
versatility, stress flexibility, inventive versatility, dubious versatility, learning
versatility, relational versatility, social versatility, and physical versatility; with 5
things for each measurement.
A few indicators of versatile execution have been analyzed methodically, including
intellectual capacities, Big Five character attributes, and objective direction. As per
the meta-investigative proof, intellectual capacities advance versatile execution
(Huang et al, 2014). Psychological capacities are especially significant when
managing complex powerful assignments. Other analyzed antecedences of versatile
execution appear to be less significant than intellectual capacities.
17
To represent, character characteristics like Big Five are feebly identified with
versatile execution. Just passionate dependability and principles appear to be to some
degree applicable. Persuasive indicators have been analyzed as well (Woo et al,
2014). Be that as it may, objective direction, for example, learning objective direction
is just significant while foreseeing emotional for example self-announced versatile
execution. Consequently, objective direction isn't valuable while anticipating
objective versatile execution.
Work pressure has been considered as a main consideration of many work results,
similar to execution, ineffective conduct and turnover. A worker having the option to
adjust to change inside an association is progressively engaged, and ready to manage
distressing circumstances (Agolla and Ongori, 2008). A representative who can't
exonerate their strain can't concentrate on what is happening in the association, for
example, hierarchical change. Not exclusively can work pressure foresee versatile
execution to an impressive degree, there are additionally a great deal of covers
between versatile execution and stress adapting.
It has been for some time perceived that work pressure commonly has a negative
impacts on work execution, however there is differential impact coming about
because of various impression of stressors (Rajkumar and Swaminathan, 2013).
At the point when confronted with another circumstance, people would precipitously
start to assess their own capacities and aptitudes as contrasted and the necessities of
the circumstance, which is alluded to as pressure evaluations. Such pressure
evaluation has two phases: essential examination and auxiliary examination.
In the essential examination stage, people assess what expected dangers there will be,
concerning the requests from circumstance and the objectives and estimations of
themselves. In the optional examination stage, people assess the assets they need to
manage those prerequisites (Folkman et al, 2016).
18
The after effects of evaluation, after two phases, are shown to fall on a continuum
between two boundaries of being tested and compromised. Challenge evaluations
imply that people feel their assets, similar to capacities and social help to be plentiful
adequate to satisfy prerequisites of the circumstance.
Danger evaluations, then again, imply that people are not certain about their
capacities or different assets to react to the circumstance requests. Danger
examinations and challenge evaluations could impact work execution unmistakably
(Leiz, 2009). With respect to versatile execution, the all the more testing that is less
undermining one's pressure examinations are, the more versatile presentation he/she
would have.
This relationship is intervened without anyone else viability, which is a conviction
about one's abilities for specific assignments. Testing instead of compromising
evaluations would prompt more elevated levels of self-adequacy, and along these
lines advantage people's versatile presentation.
Adapting, as a type of reaction to stressors, portrays how people handle distressing
occasions. It is exceptionally near one element of versatile execution by definition
that is the Handling Work Stress measurement, and adapting has been recommended
to be another type of adjustment (Schneider, 2004).
Be that as it may, they are as yet various developments. Stress adapting could be
partitioned into a few styles and systems dependent on a few speculations. One
general thought is to isolate adapting as dynamic adapting and avoidant adapting.
Dynamic adapting intends to proactively address and resolve distressing occasions,
such as stopping an upsetting activity and changing into a less overpowering one.
Avoidant adapting intends to diminish worry by disregarding it, such as including in
hazardous drinking. Another arrangement of adapting technique types incorporates
issue centered adapting and feeling centered adapting. Issue centered adapting
19
includes utilizing aptitudes and information to manage the reason for their issues
(Leiz, 2009).
Feeling centered adapting includes discharging negative feelings by ways like
diverting or repudiating. Versatile execution includes a blend of various adapting
methodologies. Since versatile execution concerns positive parts of practices, it is all
the more firmly identified with adapting techniques that have constructive outcomes,
for example, dynamic adapting and issue centered adapting. Subsequently, versatile
execution is bound to contain such practices in upsetting circumstances.
Notwithstanding individual versatile execution, clinicians are additionally inspired by
versatile execution at group level (Motowildo et al, 2013). Group versatile execution
is characterized as an emanate wonder that aggregates after some time from the
unfurling of a recursive cycle whereby at least one colleagues utilize their assets to
practically change current psychological or conduct objective guided activity or
structures to satisfy expected or sudden needs.
It is a staggered marvel that radiates as colleagues and groups’ recursively show
social procedures and draws on and updates new intellectual states to take part in
change (Rajkumar and Swaminathan, 2013). Group versatile execution is considered
as the center and proximal fleeting precursors to group adjustment, which could be
viewed as an adjustment in group execution in light of a notable signal or prompt
stream that prompts an utilitarian result for the whole group.
Alongside the meaning of group versatile execution, specialists thought of a four-
phase model to portray the procedure of group versatile execution (Woo et al, 2014).
The four center develops describing this versatile cycle incorporate circumstance
appraisal, plan detailing, plan execution, through versatile communication
procedures; and group learning, just as emanate intellectual expresses that is shared
mental models, group situational mindfulness, mental security, which fill in as both
proximal results and contributions to this cycle.
20
Group versatile execution contrasts from individual versatile execution from a few
angles. Group versatile execution varies from individual versatile execution from a
few viewpoints (Agolla and Ongori, 2008). Group versatile execution mirrors the
degree to which the group meets its targets during an exchange execution scene,
while individual versatile execution mirrors the degree to which every part viably
executes their job in the group during the exchange scene. Group versatile execution
likewise has various forerunners contrasted and individual versatile execution.
2.4 Conceptual Framework
This entails the framework which specifically seeks to address the study variables
both dependent and independent ones in line with the study. This seeks to show the
existing and persisting relationship between labour turnover and organization
performance through revealing the variables that may be tested to facilitate the
completion of the study. The variables are described through figure 2.1 below:
21
Figure 2. 1: Conceptual Framework
Labour turnover
Independent Variables Dependent Variable
Source: Researcher’s construct, 2020
The conceptual framework depicts the relationship between study variables in the
manner that labour turnover is the independent variables with three identified
predicting variables which are absence of salary increase, unpaid arrears and working
conditions. The independent variable through its main attributes as predicting
variables will be tested on organization performance which is the dependent variable
of the study to assure information generation to fill the study gap. Therefore, the
predicting variables serving as independent variables will be measured through
various attributes.
Salary Increase
Motivation to
work
Work morale
Organization Performance
Satisfied employees
Improved service delivery
Employee retention
Unpaid Arrears
Salaries
Allowances
Overtime
payment
Working
Conditions
Facilities
Leadership
style
Environment
22
Absence of salary increase to start with is measured using motivation to work and
work morale because employees in an organization work for the purpose of getting
money to satisfy their needs and earn good life and living (Killoren, 2014). Since that
is the case, employees expect to be paid good salaries as well as an increase in salary
after sometime which assures growth and development in life. This automatically
fosters motivation to work and morale which positively impacts the outcome on
performance (Helge et al, 2010).
Apart from that, unpaid arrears on the other hand as the predicting variable to the
dependent variable is measured also through salaries, allowances and overtime
payments that are statutory to the employees in the course of delivery at work
(Colvin, 2019).
This has been an issue of concern among some public servants in Tanzania that they
consist of some unpaid arrears such that the more they persist the productivity is
likely to be affected to the organization based on the employees which affects the
performance of the organization.
Furthermore, working condition as the predicting variable to the dependent variable is
also measured by facilities available at work to enable the commencement of the
duties and practices. This entails the fact that the higher their availability the more
there is likely performance increase in duties and responsibilities and vice versa
(Carsten& Spector, 2017).
Also, the variable is measured using leadership style pattern that it depicts the
behaviour and practices of the employees with direct impact towards performance
either positively or negatively.
In addition to that, the variable is also tested using environment at workplace that the
nature of the area tend to determine the performance results because it has implication
on both retention and turnover rates of the employees (Carsten & Spector, 2017).
Moreover, organization performance as the dependent variable is also measured using
23
employees’ satisfaction, improved service quality and retention. These are important
elements as outcomes that are expected to be seen in the organization signifying
performance.
2.5 Empirical Reviews
Kanyangemu (2017) assessed factors influencing employee turnover in mining
companies in Tanzania. The study was focused in large scale mining companies
through survey design which was performed using qualitative approach. The findings
of the study indicated that mining industry has been consisting of companies with
high labour turnover due to high salaries paid such that they served as sufficient
capital for starting own businesses and leave the companies to engage in their own
activities as entrepreneurs.
Also, the companies have had varying salary structures between locals and foreigners
such that with the locals being underpaid which angered them causing high turnover
rate. In addition to that, the conditions at work have less favorable to many that
though the environments by naked eyes were good but the life was more at the camps
which discouraged many with families and those desired to have families.
This in turn prompted the increasing rate in labour turnover which affects the
performance. Regardless of that, this study fosters the need to conduct the study
further in Tanzania on labour turnover because the focus of the study has been more
on the private sector organizations in the mining sector with little focus on the public
organizations. Therefore, the study is conducted specifically to address the gap.
Mwakyosi (2018) carried a study on assessing factors influencing employee mobility
in Tanzania banking sector with reference to the commercial banks. The study was
performed in the area using survey design through causal relationship approach. The
focus of the study was such that the banking industries consist of high employee
mobility than any other industry such that they move and shift from one organization
to the other within the industry and or sector which necessitated the need to conduct
the study.
24
In that case, three variables were identified for testing including career growth, salary
increase and job hunting measures tested on employee mobility as the dependent
variable. The findings of the study indicated that all three variables tested on
employee mobility in commercial banks were positive and significant on employee
mobility. This signifies that employee mobility in banking sector specifically on
commercial banks is facilitated by salary increase, career growth and job hunting
measures.
This also fosters the need to conduct the study in Tanzania on labour turnover since
the focus on the assessment has been on private sector organizations in the banking
sector with little or less focus on the public sector entities. This therefore culminates
the need to perform the study to address the study gap.
Beam (2014) assessed the effect of labour turnover on organization performance and
productivity. The study is conducted in United Kingdom (UK) using survey approach
by means of qualitative approach. Results indicated that labour turnover is indeed
inevitable in the organization because employees usually move and leave the
organization for several reasons justifiable and unjustifiable but the issue of concern
is the rate of turnover.
This implies that the higher the rate of turnover the higher the risk the organization is
facing prior to performance and productivity and vice versa. This fosters the need to
conduct the study in Tanzania in public sector because the practice still persists such
that with little studies in the area an inquiry is undertaken to fill the gap.
Trip (2006) directed an investigation on the reasons for representative turnover in gas
industry by and large in the territory of Oklahoma. The examination was led in
United States explicitly in the territory of Oklahoma. The approach utilized in the
request was study plan with a request being led and information accumulated to fill
the information hole recognized.
25
Discoveries demonstrated that the gas business which is inside the mining business in
the territory has been confronted with enormous turnover of representatives for
certain years which required building up a request for that in any case the way that the
organization has left on paying its workers well with alluring advantages as
inspiration to hold them.
In spite of that, study demonstrated that conditions and necessities at work incited
turnover of the representatives generally such that the organization is global to such
an extent that workers don't have lasting settlement in working which drive them to
search for different spots they can practice solace and dependability in raising the
families and different concerns.
In addition, a few conditions which request representatives to be accessible whenever
when they are required has been demoralizing workers to the degree that they are not
free in any event, during free days and cause disappointment.
This involves a hole to be imagined in Tanzanian condition that Lange (2016)
recommends that open division associations has been experiencing representative
turnover in spite of the way that the area especially through the private segment
compensates well the workers contrasted with a few other private and open areas.
Since that is the situation, the examination looks to decide factors prompting the
event of the circumstance.
Kumari, Joshi and Pandey (2014) led a request on the components influencing work
fulfillment on representatives in both open and private area. The investigation in
certainty planned for leading an exhaustive and inside and out examination on the
components causing the event of the circumstance relating to worker work
fulfillment.
26
The investigation has been directed in Asian setting with explicit reference to India.
The technique utilized in the investigation was cross sectional review configuration
upheld by similar methodology on the elements both open and private in various
purview with correlation with India.
Results demonstrated that different elements are obvious to be the reason for
representative activity fulfillment being influenced however the worries are relative
and abstract. This is because of the way that the method of reasoning as pertinent
elements are persuasive and they depend inside a person which cultivates the best
clarifications through inspirational hypotheses, for example, progression of
requirements, two factor hypothesis, value hypothesis, anticipation hypothesis and
others.
However, the truth on the ground is that inspiration is the main factor as the worry
which can empower work fulfillment among representatives in a substance whether
open or private to positive as well as negative.
With that, this involves a hole to be conceived in Tanzania mining area that Lange
(2016) proposes that mining organizations in their totality are remote direct
speculations (FDIs) with great conditions in the mining through recognizable outside
pictures.
In addition, pay rates offered to the workers including the nationals are appealing and
still turnover pace of the representatives in high with the circumstance despite
everything endures. All things considered, the examination should be imagined to
explore factors affecting representative turnover in Tanzania mining part.
Indeed Zohar (2002) examined a request on the suitable techniques and measures to
be structured and set by the corporates as a team with government to diminish
representative turnover in mining segments in different spots. The examination was
directed in the United Kingdom (UK) yet reflects different spots and purviews in
relative manner.
27
The strategy utilized was near to analyze a few cases with respect to the issue being
imagined. Results demonstrated that the worry is significant on the grounds that in
different purviews where mining exercises exist; in spite of endeavors to improve the
work environments and pay rates to be alluring still turnover is high.
This has achieved gigantic worries on the administrations as a team with the
legislature to encourage the battle of the circumstance. This involves a hole to be
sought after on the grounds that a similar circumstance on worker turnover is being
experienced in Tanzania which should be asked. Thusly, the investigation means to
decide factors causing worker turnover in open segment associations in the individual
zone.
Weightman (2008) directed an examination on the elements cultivating worker
inspiration as for the presentation of the association. The investigation decides the
inspirational parts of representatives which have huge commitment to the association
as far as execution. The examination is arranged with regards to United Kingdom
(UK) explicitly in England. The system utilized was study plan which comprised of
subjective properties in filling the investigation hole. Discoveries indicated that
inspiration assumes critical job in spurring representatives in an association while the
creator recognizes Maslow and Herzberg's arrangements on chain of importance of
necessities and hope hypothesis.
The investigation further uncovered that inspirational elements and cleanliness factors
as spread by Fredrick Herzberg; just as the five needs which are progressive as
specified by Abraham Maslow are practical and contact the necessities and needs of
every single individual as a representative to the degree that once they are
acknowledged by the association execution is an unquestionable requirement and
programmed. This involves the way that once the presentation is acknowledged and
ensured viability of an association gets programmed.
28
All things considered, this connotes a hole to be visualized in Tanzania that the
examination indicated the way that representative inspiration once is all around
acknowledged by an association execution is an unquestionable requirement and
programmed to the degree that adequacy of the element is programmed too.
Be that as it may, with open substances they have been taking part in the arrangement
a few persuasive activities to their representatives however turnover of the workers
has been high. Accordingly, since that is the reality the examination on that note
looks for reasons for worker turnover in open area in Tanzania.
Katz (2015) led an examination on the components and issues which rouse people as
representatives in association settings. The investigation explicitly centers on
educators as experts and specialists in certain field of demonstrable skill. The
examination is setting in Scandinavian condition explicitly in Sweden, Finland,
Denmark and Luxemburg. The system utilized in the examination was subjective
since the focal point of the investigation was on how people as workers can be roused
in an association with huge commitment on the exhibition of the substance just as the
general execution of the element as the association.
Results demonstrates that people as workers in an association setting can be
unequivocally propelled paying little heed to the calling through tending to the
requirements of the people as representatives.
This is because of the reality people as workers and experts establish needs and needs
which have been all around tended to and specified by Maslow and Herzberg in their
hypotheses of chain of importance of necessities and anticipation hypothesis. This
thus once very much acknowledged to the workers' exhibition turns into an
unquestionable requirement and programmed to the degree that the association will in
general be viable.
29
This involves a hole to be visualized in Tanzanian setting that the worry on the
investigation is with the end goal that workers as experts in the association comprises
needs and needs though it is imperative to be tended to which impact inspiration
while execution gets programmed.
This involves the way that open substances have been exceptionally viable in
guaranteeing this since they had great budgetary abilities; however turnover has been
high with the circumstance despite everything persevering. Thusly, the examination
looks to decide reasons for high representative turnover in open area associations in
Tanzania.
Rani and Sameer (2012) visualized an investigation on the significance of inspiration
corresponding to the exhibition in work places. The examination is arranged in Indian
setting which has been directed utilizing overview structure as the methodological
way to deal with achieves the expected investigation objectives and destinations.
Discoveries of the investigation demonstrates that inspiration of the representatives in
work places is all around cultivated and impacted through both inner and outer
conditions which are alluded to as characteristic and outward ones.
They involve the way that every single individual has individual and inward concerns
which are pertinent to impact inspiration of the workers. In spite of that, outside
condition and powers which encompasses individuals too assume noteworthy job
affecting inspiration of the representatives in work places which have critical
commitment on the exhibition and basic for hierarchical adequacy.
This implies a hole to be conceived too in Tanzanian setting that with the importance
of inspiration in work environment execution for everyone's benefit of the
associations which has been very much cultivated and executed by the open
substances working in Tanzania. In such manner, it is critical to wage a request to
decide reasons for high worker turnover in open areas regardless of all such
inspirational endeavors and endeavors.
30
Harrison (2005) gave the work on post preparing program explicitly on preparing and
advancement as a key capacity in HR development in an association to carter for
sufficient execution of the association.
The work explicitly underscored on the significance of leading post preparing just as
the association having preparing programs in their manuals and approaches as they
are basic in bettering occupation execution among people and gatherings in an
association with huge commitment on maintenance of representatives.
The best concern is the sole commitment of post preparing program through
preparing and advancement as a fundamental part in HR the board to carter for
satisfactory association execution. This has been very much accomplished and
acknowledged through careful assessments after they have been led.
The examination applied positivist methodology as methodological methodology as
in information was acquired through setting the truth in type of a request concentrated
under speculation, with data gathering process through polls dependent on the chose
region just as the focused on populace. The results as discoveries were certain as post
preparing and improvement was viewed as among the most significant angles in HR
the executives practices to encourage satisfactory execution among representatives in
the association; just as guaranteeing maintenance since it is a cure towards profession
development.
Since the investigation was contextualized in America in western world, there lies a
hole which should be filled with regards to Tanzania in open part that trainings are
interminable as they are being led now and again with possibilities to cultivate
maintenance.
Regardless of that, the circumstance is as yet the inverse with high turnover to such
an extent that the investigation looks for decide reasons for worker turnover in
government elements in Tanzania.
31
Garavan, Costine and Heraty (1995) expressed that the whole procedure of post
preparing program include preparing, training and improvement all in all to carter for
fruitful satisfactory execution in an association and intends to lessen representative
turnover.
This is so on the grounds that preparation explicitly is taken as the action centered
upon to be assessed against at work possessing a person right now. Improvement
infers exercises people or an individual is allocated by the association though the
representative is a piece of which in some cases can be hard to assess, which requires
further preparing to consummate every single move reliable to objectives and goals of
the association.
Training focuses on exercises an individual hang hands on which are potential later
on, which are assessed against those occupations. The procedure for what it's worth;
the investigation expresses that in mix of the three by and by effectively prompts a
sufficient preparing program encouraging powerful association execution. This
methodology is much of the time utilized in nations in western world, for example,
United States, Canada, western European nations, Japan, China and others; in reality
has demonstrated a lot of achievement to numerous associations and foundations both
open and private as it encourages responsibility among representatives as people in
execution.
Thus, there lies a hole in Tanzanian setting in open area since the preparation are
considered as valuable cures and intends to decrease turnover with possibilities to
vocation development and advancement. This is the contrary practice in light of the
fact that the turnover rate is high in mining division to the degree that it involves the
need to wage a request on deciding components driving the reason for such
vulnerabilities to happen in open part.
32
Post preparing on execution has explicit objectives of improving one's ability, limit,
efficiency and execution. It frames the center of apprenticeships and gives the
foundation of substance at organizations of innovation (Trevisani, 2016).
Notwithstanding the essential preparing required for an exchange, occupation or
calling, eyewitnesses of the work showcase perceive starting at 2008 the need to keep
preparing past introductory capabilities to keep up, redesign and update abilities for
the duration of working life. Individuals inside numerous callings and occupations
may allude to this kind of preparing as expert turn of events (Trevisani, 2016).
A few pundits utilize a comparative term for work environment figuring out how to
improve execution which is preparing and advancement. There are likewise extra
administrations accessible online for the individuals who wish to get preparing well
beyond that which is offered by their managers. A few instances of these
administrations incorporate vocation directing, ability appraisal, and strong
administrations (Jacoby, 2004).
One can by and large classify such preparing as at work or off-the-work. The hands
on preparing technique happens in an ordinary working circumstance, utilizing the
real instruments, gear, reports or materials that learners will utilize when completely
prepared. A hand on preparing has a general notoriety as best for professional work
(Jacoby, 2004).
It includes worker preparing at the work environment while the person is doing the
real occupation. Normally an expert mentor or now and then an accomplished
representative fills in as the course teacher utilizing hands-on preparing frequently
upheld by formal homeroom preparing. In some cases preparing can happen by
utilizing online innovation or video conferencing devices.
Reproduction based preparing is another technique which utilizes innovation to aid
learner improvement. This is especially basic in the preparation of aptitudes requiring
a serious extent of training, and in those which incorporate a critical obligation
33
regarding life and property. A favorable position is that recreation preparing permits
the coach to discover study and cure expertise inadequacies in their students in a
controlled, virtual condition.
This likewise permits the learners a chance to understanding and study occasions that
would somehow be uncommon at work; wherein the mentor can run situations and
study how the student responds, along these lines helping with improving abilities if
the occasion was to happen in reality.
Off-the-work preparing strategy happens away from typical work circumstances
suggesting that the representative doesn't consider a legitimately gainful specialist
while such preparing happens. Off-the-work preparing technique additionally
includes representative preparing at a site away from the real workplace.
It frequently uses addresses, contextual analyses, pretending and reenactment having
the benefit of permitting individuals to escape from work and focus all the more
altogether on the preparation itself. This sort of preparing has demonstrated
progressively compelling in teaching ideas and thoughts (Trevisani, 2016). Numerous
work force determination organizations offer an assistance which would assist with
improving worker abilities and change the disposition towards work.
The interior work force preparing themes can fluctuate from compelling critical
thinking aptitudes to initiative preparing. Associations use preparing so as to
accomplish HR wanted degrees of aptitudes, inspiration and dynamic capacity.
Operational preparing creates, keeps up or improves the operational status of people
or units, while vital preparing arranging includes the act of concentrating on
forthcoming difficulties that can decide the chance of an abilities hole, and plan
explicit preparing mediations on gatherings, people, groups or pioneers (Trevisani,
2016).
34
Average jobs in the field incorporate official and administrative or the executives
advancement, new-representative direction, proficient aptitudes preparing, specialized
or work preparing, client support preparing, deals and-showcasing preparing, and
wellbeing and-security preparing (Landale, 1999).
Occupation titles may incorporate VP of hierarchical adequacy, preparing
administrator or executive, the board improvement master, mixed learning planner,
preparing needs expert, head learning official, and individual profession advancement
guide (Hoover, 2012).
Ability improvement is the way toward changing an association, workers, partners
and gatherings of individuals inside it, utilizing arranged and spontaneous learning, so
as to accomplish and keep up an upper hand for the association. Rothwell noticed that
the name likely could be a term looking for a significance, as such a great amount in
the board and recommends that it be thought of as specific consideration paid to the
top (10%) of representatives, either by potential or execution (Rothwell and Kazanas,
2004; Rothwell, 2005).
While ability advancement is held for the top administration it is turning out to be
progressively evident that vocation improvement is important for the maintenance of
any representative, regardless of what their level in the organization. Exploration has
indicated that some kind of profession way is essential for work fulfillment and
consequently works maintenance. Maybe associations need to remember this zone for
their diagram of worker fulfillment (Arthur, 1995).
The term ability advancement is getting progressively well known in a few
associations as organizations are presently moving from the customary term preparing
and improvement. Ability advancement includes an assortment of parts, for example,
preparing, profession improvement, vocation the executives, and authoritative turn of
events, and preparing and advancement. It is normal that during the twenty first
century more organizations will start to utilize progressively incorporated terms, for
example, ability improvement (Rahman, 2006).
35
2.6 Synthesis and Research Gap
It is vivid that several studies have been conducted on labour or employee turnover in
different places all over the globe since it is the practice and behaviour that is
inevitable in organizations.
However, it has been noted that in Tanzania several studies have conducted in private
sector entities in different sectors with little focus or studies being conducted in the
public sector entities prior to labour turnover. Therefore, this serve as the gap to be
filled such that the study is conducted specifically to assess the influence of labour
turnover on performance of the organizations in Tanzania public sector. For instance
Kanyangemu (2017) assessed factors influencing employee turnover in mining
companies in Tanzania. The study was focused in large scale mining companies
through survey design which was performed using qualitative approach. Regardless
of that, this study fosters the need to conduct the study further in Tanzania on labour
turnover because the focus of the study has been more on the private sector
organizations in the mining sector with little focus on the public organizations.
Therefore, the study is conducted specifically to address the gap.
Moreover, Mwakyosi (2018) carried a study on assessing factors influencing
employee mobility in Tanzania banking sector with reference to the commercial
banks. The study was performed in the area using survey design through causal
relationship approach.
This also fosters the need to conduct the study in Tanzania on labour turnover since
the focus on the assessment has been on private sector organizations in the banking
sector with little or less focus on the public sector entities. This therefore culminates
the need to perform the study to address the study gap.
36
2.7 Summary
The chapter has clearly described several reviews by other scholars corresponding
with the study through theories guiding the study and empirical studies identifying
the existing gaps for the pursuit of the study. Furthermore, variables have been clearly
identified and discussed to the extent that the justification for the study has been
clearly revealed through the verified gap of the study.
37
CHAPTER THREE
RESEARCH METHODOLOGY
3.1 Introduction
This chapter discussed the approaches and techniques the researcher used in
facilitating the conduct of the study to generate new knowledge. Therefore, the study
chapter comprised of various sections as follows.
3.2 Research Strategy
The study basically employed survey approach because it was performed as the basic
research with the purpose to fill the identified study gap. In that note, the study used
quantitative approach and or strategy because the information to fill the study gap
was obtained through causal relationship approach whereas the design employed is
explanatory.
3.3 Survey Population
The study consisted of the population including participants as employees in the
organization picked as the case for the study. They consisted as individuals whereas
the sample size for the study was obtained from the population with clear scientific
justifications. Therefore, the population of the area currently comprise of 283
employees in totality.
3.4 Area of the Survey
The study was conducted in Public Service Commission (PSC) in Dar es Salaam
Office because it is the government entity dealing with public servants and or
employees affairs and issues on behalf of the government which serve as the best area
and venture for the study gap to be filled. The area also assures generation of reliable
data in lie with public sector pertaining to the labour turnover for that matter. Not
only that, area of the study selected because showed high labour turnover. For
38
instance in 2010 Public Service Commission employed 77 employees, but as reached
on January 2020, 67(87%) employees has been leave the organization.
3.5 Sampling and Sampling Procedures
The selection of the respondents as participants to the study was done through
random sampling technique because individuals that were picked to participate for the
study include skilled and knowledgeable in the area to assure information clarity and
gathering of reliable fact to fill the study gap. With that, the respondents were
gathered by chance to gather respondents.
3.6 Sample Size
The study generated the sample size from the population that was identified in the
study area. In that note, the study consisted of 60 respondents from all sections and
departments within the organization both the management and non-management
categories. The purpose was enabling the gathering of reliable information useful to
facilitate information gap filling.
The rationale for the selection of the sample size is derived from Webb (1991) stating
that with the area of study population being composed of the members between 100-
1000; automatically 10% is the required sample size. With the area population
between 1000-2000, 5% serve appropriately as the sample size.
Furthermore, with the population exceeding 2000, then 1% is the sample size to be
used for the study. Since that is the case, the population of the area is 283 participants
such that with 10% focus the sample size is genuine because it has surpassed the
required number.
3.6.1 Variables and Measurement Procedures
The variables of the study were measured using the Likert scale system that was
inserted in the questionnaire on each variable and its measuring element to generate
findings. The Likert scale a measurement was inserted in a scale of five ranging from
39
strongly agree to strongly disagree. The variables are therefore shown in table 3.1
below:
Table 3.1: Variables and Measurements
Set of variables Sub-variables Scale Coding instructions
Absence of Salary
Increase
Motivation to Work Ordinal 5 points Likert Scale `
Work Morale Ordinal 5 Points Likert scale
Unpaid Arrears
Salaries Ratio Total score on the 5 point
Likert scale
Allowances Ration Total score on the 5 point
Likert scale
Overtime Payments Ration A score on the 5 point Likert
scale
Working
Conditions
Facilities Interval Total score on the 5 point
Likert scale
Leadership Style Ordinal Total score on the 5 point
Likert scale
Environment Ordinal A score on the 5 point Likert
scale
Organization
Performance
Satisfied employees Ordinal Total score on the 5 point
Likert scale
Improved service delivery Ordinal Total score on the 5 point
Likert scale
Retained employees Ordinal A score on the 5 point Likert
scale
Source: Researcher’s construct, 2020
3.7 Methods of Data Collection
Data were collected using structured questionnaires because the study was performed
using causal relationship approach such that data that was required to be generated
are quantified. Therefore, structured questionnaires are set with Likert scale
measurements in five points from strongly disagree to strongly agree to assure
gathering of data that is measurable. Also, questionnaire is the tool only to enable the
generation of quantified data from primary information that were collected.
40
3.8 Data Analysis
The data which were collected from the respondents through the questionnaires were
grouped in the data sheet by the use of SPSS program where they were stored to
generate measurements for presenting the results. Therefore, descriptive statistics as
being percentages and frequency tables were generated to present findings on the
respondents’ profile. Also, correlation and multiple regressions were used to describe
the relationship between study variables. In that case, regression analysis is well
justified by the model which is stated as follows:
OP = βo + β1ASI + β2UA + β3WC + e
Whereby;
OP = Organization Performance
βo= Constant Factor
β1ASI = Absence of Salary Increase
β2UA = Unpaid Arrears
β3WC = Working Conditions
3.9 Validity and Reliability
Validity and reliability were conducted for data quality attainment. With that, validity
was first performed to determine accuracy on the study variables through pilot testing
of the questionnaire for validating the instrument. Besides that, later reliability was
also performed to assure variables consistence through Cronbach alpha test.
Therefore, table 3.1 illustrates reliability results.
Table 3.2 Cronbach Alpha Test
Study Variables Cronbach’s Alpha
Absence of Salary Increase 0.797
Unpaid Arrears 0.806
Working Conditions 0.773
Organization Performance 0.738
Source: Field data, 2020
41
Table 3.2 describe results on reliability test on independent and dependent variables
of the study. The results are clear that all variables are reliable since the coefficients
of the alpha test is above 0.7. This is acknowledged with Ritter (2010) suggesting that
reliability verification on study variables is articulated by the coefficients of the alpha
values reaching 0.7 or more on the variable under study. In that case, it is certain that
all variables consist of alpha coefficient of more than 0.7 which is certain that they
are reliable.
42
CHAPTER FOUR
PRESENTATION OF FINDINGS
4.1 Introduction
The chapter present the actual results obtained from the filled to provide the
knowledge to fill the gap through relationship between variables of the study. The
chapter consist of the results based on the variables under study which are further
sustained with analysis and discussion of the results that have been generated.
Therefore, the chapter comprise the following description.
4.2 Respondents Profile
This consist the description of the employees in the public sector entities through
Public Service Commission (PSC) in Tanzania. This is facilitated through the results
that were obtained from the demographic features of the respondents. In that case,
the description of the respondents profile is as follows:
4.2.1 Age of the Respondents
The study successfully collected results on the age of respondents whereas table 4.1
provide the facts.
Table 4.1: Distribution of Respondents by Age
Respondents’ age Frequency Percentage (%)
21-30 8 13.3
31-40 23 38.3
41-50 16 26.6
50+ 13 21.6
Total 60 100.0
Source: Field data, 2020
The results in table 4.1 provide facts on age of the respondents that 13.3% were aged
between 21-30 years, while 38.3% of the respondents were aged 31-40 years, 26.6%
of the respondents were aged between 41-50 years, and 21.6% of respondents were
above 50 years.
43
This implies that public sector organizations in Tanzania comprise of employees in
all age groups legally required to be employed all the way to those approaching
retirement. This is further shared with Skinner (2017) stating that the government
always recruits when there are gaps but it focus to assure that all groups are available
since they work together as a team such that as the elderly ones retire there also
qualified others to take over and others being groomed for later use.
4.2.2 Gender of the Respondents
The study successfully acquired results on gender of the respondents which are
clearly described in table 4.2.
Table 4.2: Distribution of Respondents by Gender
Sex Frequency Percentage (%)
Male 43 71.7
Female 17 28.3
Total 60 100.0
Source: Field data, 2020
The results in table 4.2 provide facts on gender of respondents with male being
71.7% while female were 28.3%. This implies that public sector organization is a
room for all people regardless of their gender. This entails that it provide equal
opportunity for everyone to get the chance of being employed.
This is acknowledged with Trip (2016) providing that companies almost all over the
world especially public organizations provide equal chances and opportunities for
both men and women to be part of the team.
The variation in terms of number and percentages is reached by merits and
competence demonstrated to secure the job for legitimate entities. However, with
non-legitimate entities in terms of practice this may be affected by unwanted
practices such as corruption, nepotism, favoritism and others of that nature.
44
4.2.3 Education Level of the Respondents
The study also gathered facts on education level of the respondents whereas table 4.3
illustrates the results.
Table 4.3: Distribution of Respondents by Level of Education
Education Frequency Percentage (%)
Secondary Education 2 3.3
Diploma 14 23.3
Certificate 8 13.3
First Degree 23 38.3
Masters 13 21.7
Total 60 100.0
Source: Field data, 2020
The results in table 4.3 provide facts on education level of respondents with 3.3%
possessing Secondary education, 23.3% of the respondents with diploma, 13.3% of
the respondents with certificate, 38.3% respondents with first degree and 21.7%
respondents with masters’ degree.
This implies that public sector organizations in Tanzania regardless of the sector
consist of the employees with different levels of education from least to the higher
levels though reforms have been instituted that the government is employing staffs
who are well qualified than before.
This is further supported with Heale and Wong (2018) that employees in the public
for several years there was a mixture of educated, less educated, least educated and
non-educated formally. However, the government has issued reforms in this such
recruitment in most position comprise adequate qualifications with form four being
the lowest.
4.2.4 Respondents’ Working Duration
The study obtained facts on the duration of the employees at work with table 4.4
illustrating the results:
45
Table 4.4: Distribution of Respondents by Working Duration
Working experience category Frequency Percentage (%)
1-5 years 12 20.0
6-10 years 28 46.7
10+ years 20 33.3
Total 60 100.0
Source: Field data, 2020
Table 4.4 provide facts on duration of employees whereas 20% of the respondents
had 1-5 years’ experience at work, 46.7 respondents had 6-10 years’ experience and
33.3% respondents had more than 10 years working experience.
This implies that public sector organizations in Tanzania have employees in good
number pertaining to varying experience at work. This is supported by Wairagala
(2016) stating that in Tanzania still public sector is assured and secured in terms of
employment which attracts many to be employed despite challenges that may be
observed.
4.3 Description of the Study Variables
The description of the study variables is performed to provide the actual results to fill
the study gap through showing the relationship testing between variables and the
outcomes. Therefore, mean and standard deviation are tested first to describe the
relationship; and thereafter correlation and multiple regression.
4.3.1 Mean and Standard Deviation
Mean and standard deviation are performed to describe the independent variables
which possess stronger influence to the dependent variable than others with
minimum level of dispersion test to be verified by the standard deviation. Hence,
table 4.5 illustrates the results.
46
Table 4.5: Mean and Standard Deviation
Study Variables Mean Standard Deviation N
Organization Performance 3.271 .2153 60
Absence of Salary Increase 3.687 .2462 60
Unpaid Arrears 3.464 .2386 60
Working Conditions 3.395 .2269 60
Source: Field data, 2020
The results in table 4.5 are clear that absence of salary increase as the independent
variable consist of stronger influence to the dependent variable than unpaid arrears
and working conditions. This is because the variable has larger mean value than the
other independent variables. Regardless of that, the values of the mean on all
independent variables have exceeded 3 which imply that they are all having
influence to the dependent variable.
This implies that organization performance through labour turnover in public sector
is largely affected by absence of salary increase. In addition to that, the results on
standard deviation reveal that variance on the variables is very little whereas it is also
less than 3.
This implies that respondents’ opinion did not differ much. This is supported with
Colvin (2019) suggesting that the primary focus of any individual to be employed
whether in the public or private sector is to get money or income that is sufficient to
satisfy his/her needs.
This is the main motivating factor of the employee(s) with impact as well on
performance. Once the payment through salary is adequate and is assured of increase
after certain conditions and regulations set by the organization, the employee(s)
is/are likely to be motivated and perform well with vice versa being certain.
47
4.3.2 Correlation and Multiple Regression
This is performed also to show the relationship between study variables such that
first model summary test is performed to provide the testing of the independent
variables on the dependent variable. Hence, Table 4.6 provides the facts.
Table 4.6: Model Summary
Model R R square Adjusted R
Square
Standard Error of Estimate
1 .649 .590 .585 49.375
Source: Field data, 2020
Dependent Variable: Organization Performance
Independent Variables: Absence of Salary Increase, Unpaid Arrears and Working
Conditions
The findings in Table 4.6 provide the influence of all independent variables to the
dependent variable through the value of R2 stating that organization performance in
Tanzania public sector through labour turnover is affected by absence of salary
increase, unpaid arrears and working conditions by 59% with the remaining 41%
being attributed by other factors apart from the tested independent variables. In that
case, it is certain that the variables as study assumptions are positive
4.3.2.1 Correlation Analysis
This is tested to determine the independent variable with most influence to the
dependent variable with table 4.7 illustrating the results:
Table 4.7: Correlation Analysis
Organization
Performance
Absence of
Salary Increase
Unpaid
Arrears
Working
Conditions
Organization Performance
Absence of Salary Increase
Unpaid Arrears
Working Conditions
1.000
.516
.359
.293
1.000
.009
.016
1.000
.002
1.000
Source: Field data, 2020
48
The results in 4.7 on correlation analysis provide that absence of salary increase as
the independent variable possess higher correlation than unpaid arrears and working
conditions because it possess higher correlation value than others. This also implies
that organization performance in Tanzania public sectors through labour turnover is
most affected by absence of salary increase.
4.3.2.2 Multiple Regression Analysis
This is tested to show the influence of every independent variable towards the
dependent variables. Hence, table 4.8 provides the results:
Table 4.8: Multiple Regression
Model Unstandardized Coefficients Standardized
Coefficients
T Sig.
B Std. error Beta
(constant) -11.246 3.462 -1.276 .294
Absence of Salary
Increase
2.025 .172 .548 12.483 .017
Unpaid Arrears 1.743 .159 .521 12.261 .038
Working Conditions 1.384 .117 .504 12.105 .043
Source: Field data, 2020
The results in table 4.8 on multiple regression shows that the independent variables
for the study are positive while consisting of significant outcome on the dependent
variable which is organization performance because p<0.05. This implies that
organization performance through labour turnover in public organizations in
Tanzania is affected with absence of salary increase, unpaid arrears and working
conditions.
49
CHAPTER FIVE
DISCUSSION OF RESEARCH FINDINGS
5.1 Introduction
The chapter highlights the discussion of the results based on the results through
relationship between study variables. Therefore, the description consist of each
predicting variable influence to the dependent variable.
5.2 Profile of the Respondents
The study gathered results on profile of the respondents whereas with age the
implication is that public sector organizations in Tanzania comprise of employees in
all age groups legally required to be employed all the way to those approaching
retirement.
This is further shared with Skinner (2017) stating that the government always
recruits when there are gaps but it focus to assure that all groups are available since
they work together as a team such that as the elderly ones retire there also qualified
others to take over and others being groomed for later use.
Apart from that, gender on the other hand the results implies that public sector
organization is a room for all people regardless of their gender. This entails that it
provide equal opportunity for everyone to get the chance of being employed.
This is acknowledged with Trip (2016) providing that companies almost all over the
world especially public organizations provide equal chances and opportunities for
both men and women to be part of the team. The variation in terms of number and
percentages is reached by merits and competence demonstrated to secure the job for
legitimate entities. However, with non-legitimate entities in terms of practice this
may be affected by unwanted practices such as corruption, nepotism, favoritism and
others of that nature.
50
With education level the implication of the results is that public sector organizations
in Tanzania regardless of the sector consist of the employees with different levels of
education from least to the higher levels though reforms have been instituted that the
government is employing staffs who are well qualified than before. This is further
supported with Heale and Wong (2018) that employees in the public for several
years there was a mixture of educated, less educated, least educated and non-
educated formally. However, the government has issued reforms in such recruitment
in most position comprise adequate qualifications with form four being the lowest.
Moreover, with working experience the implication of the results is that public
sector organizations in Tanzania have employees in good number pertaining to
varying experience at work. This is supported by Wairagala (2016) stating that in
Tanzania still public sector is assured and secured in terms of employment which
attracts many to be employed despite challenges that may be observed.
5.3 Salary and Organization Performance
The results in table 4.8 indicates that absence of salary increase as the independent
variable is positive with significant outcome statistically on organization
performance as the dependent variable (p<0.05).
This implies that performance of public sector organization through labour turnover
is affected absence of salary increase. This is supported by Heale and Wong (2018)
providing that indeed the current government has issued several major reforms and
changes in all sectors but it has been resilient in salary increase to the public servants
for almost four years and more.
This has been demoralizing several practitioners as employees because some see
themselves as unvalued whereas others decided to leave the services and others
work while being demoralized.
51
Also, Skinner (2017) provides that a public servant in most cases at the moment
seems to be keen and anxious on salary increase because it is something that they
see being ignored to them. This really makes them uncomfortable while at work
because they deliver and still salary is the same which is difficult for them to grow
in life.
5.4 Unpaid Arrears and Organization Performance
The study also indicate through table 4.8 that unpaid arrears as the independent
variable is positive with significant outcome statistically on organization
performance as the dependent variable with p<0.05.
This reveals that performance of public sector entities in Tanzania through labour
turnover is affected with unpaid arrears. This is also acknowledged with Wairagala
(2016) suggesting that most public sector employees especially in the local
government settings have been complaining with having their arrears being unpaid.
This is due to the fact that primary teachers for instances have advanced into
different levels still their salaries remained the same but promised to be paid their
lamp some as arrears and changes on salaries being effected which has been difficult
to be executed. Furthermore, Urassa (2018) suggest also that regardless of the
remarkable work of the current government still some public servants especially in
the local government offices and settings have bulk of arrears which have not been
paid. Some have been shifted while waiting for their payments which are statutory
and still have not been granted.
5.5 Working Conditions and Organization Performance
The study further through table 4.8 indicate that working condition as the
independent variable is positive possessing statistical significant outcome on
organization performance as the dependent variable since p<0.05. This also implies
that performance of public sector organizations in Tanzania through labour turnover
is affected with working conditions.
52
This is acknowledged further with Heale and Wong (2018) that supplies of the
equipments, funding as per requested budget and other inputs that may be required
there is supply but it has been in sequence little by little. This has been a problem
some of the activities get to stack which also demoralizes the practitioners.
53
CHAPTER SIX
SUMMARY, CONCLUSION AND RECOMMENDATIONS
6.1 Introduction
The chapter provides the description of the summary of the study containing brief
issues from the whole work to the end. Apart from that, conclusion of the study is
drawn and provided as well as recommendations. The description correspond with
the study variables and the outcomes as results. In that case, the chapter consist of
the description which is as follows:
6.2 Summary
This entails the description of the study on assessing the influence of labour turnover
on organization performance in public sector organizations in Tanzania. The study
was guided by three independent variables which were tested on organization
performance as the dependent variable.
Causal relationship approach was used to assure information gathering whereas
results were collected from Public Service Commission (PSC) as the case study
through structured questionnaires to facilitate the relationship testing between study
variables from the sample of 60 participants as respondents for the study. The
collected results from the field were grouped and filled in the SPSS software version
23.0 to produce relevant statistical measurements to address the relationship between
study variables.
With that, descriptive statistics were generated from the software after filling the
results which were used to describe the profile of the respondents in the public
sector organizations. Apart from that, correlation and multiple regressions were
generated also to provide description of the relationship between study variables
which generated actual results. In that note, results indicated that all three
independent variables which are absence of salary increase, unpaid arrears and
54
working conditions were positive with statistical significant outcome on
organization performance as the dependent variable since p<0.05.
With that, salary increase basically entails that main issue of concern affecting
performance through labour turnover because employees in the public sector are
highly in expectation of salary increase which has been not affected for five years.
This has been demoralizing some to the extent that it has result to turnover.
Apart from that, the issue of unpaid arrears to some employees has caused
performance as routine while they are devastated and unhappy. In that account, this
has been the cause of performance being at stake though the government has been
highly responsive to make sure that the arrears are paid to all employees
countrywide provided that they are statutory.
Moreover, working conditions especially in some sectors and local government
entities has been challenging and cause effect to the performance. Though, the
government has been issuing reforms and invest to assure good working conditions
for the practitioners. The implication of the results were such that organization
performance in public sector through labour turnover in Tanzania is strongly
affected by absence of salary increase, unpaid arrears and working conditions as the
tested independent variables.
6.3 Conclusion
It is clear that performance in public sector organizations in Tanzania through labour
turnover is affected by absence of salary increase, unpaid arrears and working
conditions because as tested independent variables have been verified by the study
results for being positive with significant outcome statistically.
This is the reality on the ground because public servants in Tanzania are highly
dissatisfied with the salary increase not being affected for the past four to five years.
This has demoralized many to the extent that those who got other job opportunities
55
willingly resigned and joined private sector entities. With that, it is something that
needs to be well thought prior to decision making and execution.
Apart from that, on unpaid arrears for such employees in their cadre are highly
disoriented as a result of that because it is their statutory rights which are entitled to
them legally.
With delay in payment they kept but they are unhappy such that the effect is
reflected in certain outcomes in some offices and areas which implies that
employees are unhappy. This is important to be addressed by the government
because provided that the payments are within statutory rights such that the
government is necessary to ensure that measures are employed to overcome the
situation.
Moreover, on working conditions this has been terrible because as supplies fail to
deliver on time and requested financial resources the organization ends up in
delaying towards realizing the goals and objectives which affect performance.
Therefore, intervention must be undertaken in these issues for the situation to change
progressively. This is something which automatically fosters motivation on
employees whereas retention is well attained for that matter.
6.4 Policy Implication
It is within the policy and statutory provision of the government that employees are
assured with all their rights that they are granted. This is important because with
salary increase the government has not contradicted with the policy because the
President may or may not issue salary increase provided that the situation allows the
decision to be performed in whichever manner.
Since that is the case, with unpaid arrears it contradicts with the policy because
arrears are statutory rights of the employees entitled with such payments. Therefore,
it is important for the government to make sure that they are provided as required
and expected to be paid. Moreover, with the working conditions it is clear that it is
within the policy because it is the duty of the government to make sure that
56
conditions at work in the government offices and employees should as attractive as
possible to assure the generation and gathering of positive results as outcomes for
that matter. Furthermore, Two Factor Theory is a motivation theory which focus on
job satisfaction attainment. The theory is reflected to the study because job
satisfaction to the employees has impact on turnover such that once employees are
well satisfied in the job retention is automatic. However, with the dissatisfaction
level being high labour turnover is likely to exceed or presence of employees in the
organization who are demoralized.
6.5 Recommendations
With the situation being in that state, the study recommend that first on salary
increase the government should find a way to execute this even in phases or any
other approach that may suit its execution without affecting development ventures.
This is due to the fact that at the moment the only issue that can motivate employees
in the public sector at the moment is salary increase because it is the utmost need
and desire of the public servants.
Firstly, this is evident with the fact that even the public servants as they attend the
workers day they main issue they have been expecting to hear is salary increase
because it is the greatest expectation. This is the reality because employees usually
work with the primary objective of getting money such that among the components
in career growth and development is salary increase which is important to be looked
upon as the need to the employees to be motivated at work.
Secondly, the study also recommend that with unpaid arrears the government issue
quick payments by making sure that it does not owe its employees any statutory
payment. This is certain with the fact that it denies the rights of the employees
because in any situation rights and duties are correlative such that one needs to enjoy
certain right(s) after performing the required duties.
57
In that case, the government expects the employees to work and deliver diligently
while there are unpaid statutory requirements is a problem and weakness. This must
be well worked upon to make sure that the government pays all arrears if available
to the employees.
Moreover, the study recommend that on working conditions the government assure
that all approved resources to be supplied to the organizations such as financial
resources, equipments and others must be supplied as planned and agreed to avoid
delays and other occurrences causing underperformance of the tasks. This may
assure total delivery of duties and requirements on time which automatically fosters
performance to the government as well as increased legitimacy to the public.
58
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APPENDICES
Appendix I
Dear Respondent;
Kindly assist in responding to the questions within the document. I am Masters
Student at Mzumbe University gathering opinions to be able to successfully
complete the study. Therefore, the document is basically for academic purposes with
none of any information to expose the identity of the respondents may be revealed.
Thank you in advance. This is a questionnaire on the study titled “The Influence of
Labour Turnover on Organization Performance in Tanzania Public Sector”.
Part I: General Information
Kindly tick (√) the appropriate category among the available choices.
1. What is your Gender?
a. Male
b. Female
2. Kindly indicate the Age group you belong to.
a. 21-30
b. 31-40
c. 41-50
d. 50+
3. Duration at work
a. 1-5 years
b. 6-10 years
c. Above 10 years
4. Kindly indicate the highest Education Level you have attained
65
a. Bachelor Degree
b. Masters and Above
c. Diploma
d. Certificate
e. Secondary Education
f. Primary Education
g. No formal education
h. Other (specify)
…………………………………………………………….
Objective One: Absence of Salary Increase and Organization Performance
S/N STATEMENTS 1 2 3 4 5
Motivation to Work
1. Assurance on salary increase by employees
fosters motives to work and deliver leading
to positive results.
2. Limited possibility of salary increase
demotivates employees.
Work Morale
3. Salary increase to employees automatically
influence the working morale with
implication to performance.
4. Limited assurance of salary increase affects
employees’ commitment and proactiveness
at work.
5. Salary growth in an organization is
motivation to the employees to perform well.
66
Objective Two: Unpaid Arrears and Organization Performance
Objective Three: Working Conditions and Organization Performance
S/N STATEMENTS 1 2 3 4 5
Salaries
1. There are still some unpaid salaries to the
employees which affects the productivity of
the employees.
2. Employees with pending salaries to be paid
are less motivated to work effectively
affecting performance.
Allowances
3. Some employees have bulk of unpaid
allowances which affect their performance at
work.
4. Some allowances are statutory provisions
such that as they are denied or late delivered
may affect the outcome prior to productivity.
Overtime Payments
5. There are several overtime payments which
have not been paid to the employees
demoralizing their work performance.
6. Timely payment of the overtime incentives
motivates employees to assure performance.
S/N STATEMENTS 1 2 3 4 5
Facilities
1. Attractive working facilities have
implication on good performance and vice
versa.
2. Poor working facilities may affect
performance at work.
Leadership Style
3. Leadership pattern in the organization
possess outcome in performance of the
organization.
4. Laissez-faire practice have negative
implication on organization performance.
Environment
5. The working environment within and
outside impacts performance results on
employees.
6. The internal environment of the
organization has effect on performance.
67
Dependent Variable: Organization Performance
THANK YOU FOR YOUR TIME
S/N STATEMENTS 1 2 3 4 5
Satisfied Employees
1. The presence of satisfied practitioners in the
service entails signifies performance to the
organization.
2. Low labour turnover implies that employees
are satisfied comprising performance.
Improved Service Delivery
3. With improved conditions at workplaces
performance has been enhanced.
4. The services delivery consisting work
modality have improved to assure
performance at work.
Employee Retention
5. High labour turnover affect performance of
the organization.
6. High retention rate of employees implies
good performance.