Staff Turnover and Employee Performance in Non-Profit Healthcare Providers in Uasin Gishu County Kenya
Okoti, Castroh Chite
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The study sought to establish how voluntary, involuntary, functional and dysfunctional turnover affected performance of employees. There exist few researches and literatures on turnover and performance even though many similar studies have been done in different areas of staff turnover. When organization loses crucial employees, motivation is greatly affected leading to unmet goals, inefficiency, unaccomplished workload and inconsistency in service delivery. The general objective of this study was to investigate the effects of staff turnover and employee performance among nonprofit health care providers in Uasin Gishu County, Kenya. Specific objectives of the study were to establish the influence of voluntary staff turnover on employee’s performance, determine how involuntary turnover of staff affect the employees performance, establish how functional turnover of staff relates to performance and determine how dysfunctional turnover of staff relates to performance of employee in nonprofit healthcare providers. Human capital theory, social capital theory and expectancy confirmation theory were used to guide the study. Descriptive study design was used while content validity and retest methods were used to test for validity and reliability of research instruments respectively. Purposive sampling was used to obtain the three nonprofit organizations while a census was used to obtain the sample population from the three nonprofit service providers. Total sample of 195 employees was used with 125 from Academic Model Providing Access to Healthcare, 32 from World Vision and 38 from World Food Programme. The questionnaire for data collection was designed in a 5 point Likert Scale. Data collected from the respondents was analyzed using Statistical Package for Social Sciences. The analyzed data was presented in form of bar graphs, pie charts, frequency distribution tables and cross tabulation tables. The findings were used to come up with recommendations to improve the performance of staffs in nonprofit healthcare programs. The findings revealed that the majority of the employees were not satisfied with their job security. Further, it was also found that remuneration packages in the organizations were mainly unsatisfactory due to lack of effective packages which the respondents associated with poor performance and minimal motivation to work. From the regression analysis, it was found that voluntary turnover had a significant influence of employee performance at p value (p=0.004<0.05). Majority of respondents agreed that violation of work ethics leads to dismissal evident by a number of employee’s contracts being terminated in the past. The majority of the organizations were also reported to having a rationalization policy which has been affected in the past. From the regression analysis, it was found that involuntary employee turnover had a significant influence of employee performance at p value (p=0.001<0.05). Further, it was also found that termination of employees due to performance issues have occurred in the past. Consequently, the majority of employees felt pressured to meet the expectations of the organization to avoid potential termination. The inferential statistics model support these findings at a p value of (p=0.019) was found, which is statistically significant. The findings revealed that the majority of respondents disagreed that there have been resignation of competent employees to join other competent organizations. The employees also reiterated that if given the opportunity, they would transfer to a more competent and well-rewarding organization. The inferential statistics showed that dysfunctional employment has a statistically significant influence on employee performance at p value (p=0.009<0.05).