The Causes and Consequence of Staff Turnover in Agnua Zone Education Offices

Abstract

This study was conducted to examine the causes and consequences of staffs’ turnover in Agnua zone education offices. The study particularly sought to establish how internal and external related factors affect employee turnover? To achieve this purpose, descriptive research design was employed. The target population comprised a total of 135 employees participated from a total of four districts, among them 85 employees were included as a sample through simple random sampling technique that selected the respondents who were consisted of, 66 educational experts and officers whereas19 of educational vice and head officers and those whose leaved the organizations were picked purposively. Data analysis was done using mixed method, in a sense frequency and percentage were applied to analyses quantitative data gained through the questionnaires whereas the qualitative data gathered through interview and document analysis with the help of statistical package for social science (SPSS) Version 21 software and presented in the form of tables. As a result, the main findings come out from this study were: managerial factors that contributed to employees’ turnover, meaning majority of the respondents 62.3% were unsatisfied with their current job acceptance policies, promotional policies 80% and leadership policies 34.1% are the core contributor to push employees out of the organizations. In fact, employees are leavening the sectors yearly, due to both internal and external related factors that significantly causes of employee’s turnover. So the study concluded that most leaders in Agnua zone have not been guided by the above policies consequently the sectors become high employee turnover and the rest of workers become work overload. To solve this problems, Educational offices of Agnua Zone should take the key strategies in controlling the problem of employees’ turnover like improving job acceptance strategies, follow better promotional policy, organizing in service training and give professional support to employees in order to develop their organizational limitations. Based on the findings and conclusions, it is recommended that all stakeholders particularly leaders of educational sectors should follow job acceptance strategies to encourage employees, through delegation of duties that stimulated them to improved performance and should revised the procedure of staff promotion which required skills. These can enthuse employees to stay in the sectors, moreover all the study suggests with direction for future research in the same topic at the regional level