The Effect Of Organizational Climate factors on Employees Turnover Intention In Mizan -Tepi University (MTU)

Abstract

The main purpose of the study was to examine the effects of organizational climate factors on employees’ turnover intention in Mizan -Tepi University. The study has employed a crosssectional study design with an exploratory and descriptive design. Sample sizes of 228 employees were selected by proportionate stratified random sampling and purposive sampling techniques were employed to select key informants for. This study also employed qualitative and quantitative types of research approaches. The primary data has been gathered through a close-ended selfadministered questionnaire using five-point Likert scales from respondents and a key informant interview was conducted with the HR director and personnel. The data gathered from the respondents analyzed through the aid of the Statistical Package for Social Science (SPSS version 20). Descriptive statistics, inferential statistics, and binary logistics regression were used for analyzing quantitative data. Descriptive statistics such as frequency distribution and the percentage was computed to describe demographic characteristics respondents and summarize the data. Chi-square test is used for this and results are expressed using the p-value (p<0.05 as significant). The result of the findings indicated that a significant relationship between working conditions & environment and employee turnover intention, indicating that on average, employees who are dissatisfied with it reported have high intentions to leave the university. Besides, reward & recognition systems have a significant relationship with turnover intention. In general, the study suggests that poor working conditions& environment, and reward &recognition systems were core factors for high employee turnover in university. Furthermore, the level of the turnover intention of employees of the university was high implies that the university is at high risk of employee turnover which in turn will leave them with huge costs. Therefore the researcher recommended that it is advisable for the university it revises and improves the existing reward &recognition practices, provide fair promotion opportunities, and creates a conducive working environment, to reduce turnover intention and retain their experienced employees gradually.