Employee Turnover Conclusion

CHAPTER-FIVE

5. MAJOR FINDINGS, CONCLUSION AND RECOMMENDATIONS 5.1. Introduction Employees’ turnover is destructive to organizational performances. Most authors believe increasing financial benefit would motivate employees to retain within the organization. The contemporary studies try to find the extent to certain motivational variables, which are a combination of intrinsic and extrinsic variables being applied influence employees’ decision to remain or quit an organization. For that reason, this chapter summarizes the findings of the study and provides recommendation for the practices as well as draw attention to future researches on the topic. 5.2. Summary of Findings

Based on the data

Specific objectives of the study are, to assess to what extent-working environment affects employee turnover, to assess to what extent compensation affects employee turnover, to assess to what extent job satisfaction affects employee turnover, which determinant factors is the most employee turnover and to assess the impacts of employees’ turnover on organizational performances. Combinations of quantitative and qualitative data were used to conduct this study, which employed data collection techniques like questionnaires and interview. Both quantitative and qualitative data collected analyzed by employing analysis techniques of descriptive statistics and qualitative analysis method respectively. Consequently, the findings from the questionnaires and the interviews have been presented. At this point, the researcher concludes based on the interpreted results and discussions of

This implies that employees are not happy with their working environment. Likewise, there is a negative relationship between compensation and employees’ turnover. This also indicates employees are not satisfied with the payments, rewards, benefits and promotion policy of their organizations. There was also a negative correlation between job satisfaction and employees’ turnover; this implies that employees are not satisfied with their job. Also Since high employees’ turnover leads to high wastage of resources and increased costs to train newly acquired employees’ members, it was revealed in this study that organizations experiencing high employees’ turnover are more likely to fail to achieve their performance targets. Therefore, it can be argued that, for bate Woreda government organizations to be able to uphold high performance workplace while enabling its workforce to remain focused in achieving the organizational performance goal. It is important that job satisfaction among the employees being given a priority through fair improving compensation packages, employee engagement, and improving working environment and solving the problem of the factors of employees’ turnover are the remedies for this