Factors Contributing to Employees Turnover at Private Education Institutes in Tanzania: A Case of Eckernforde Education Institute
type: CreativeWork
description: This study was carried out for the purpose of investigating the factors that contribute to employees’ turnover at Private Education Institute in Tanzania where Eckernforde Education Institute found in Tanga region was a case study. The population for the study was 171 employees of the Eckernforde Education Institute. However, the sample size was 72 employees of whom 69 respondents were involved which is equal to 96% of the targeted employees. This study employed a case study research design, random and purposive samplings were used in the study. The data was collected using interview and questionnaire techniques. The data were analyzed using simple statistics and coding. The study revealed eight factors contributing to employees’ turnover at private education institute in Tanzania. The factors are insufficient salaries, poor working conditions, lack of employees’ recognition by the management, lack of opportunity for further training and career development, poor leadership, lack of job security, lack of equity in compensations and lack of incentive packages. The study came out with the following recommendations for rescuing the problem, increase of employees salaries, improving working conditions, management add some other allowances, provision of opportunity for training and career development, ensuring job security, recognizing employees and use of proper management style for employees. If these recommendations will be considered by human recourse managers in Private Education Institutions in Tanzania will enable them to reduce problem of employees turnover in their institutes.
abstract: This study was carried out for the purpose of investigating the factors that contribute to employees’ turnover at Private Education Institute in Tanzania where Eckernforde Education Institute found in Tanga region was a case study. The population for the study was 171 employees of the Eckernforde Education Institute. However, the sample size was 72 employees of whom 69 respondents were involved which is equal to 96% of the targeted employees. This study employed a case study research design, random and purposive samplings were used in the study. The data was collected using interview and questionnaire techniques. The data were analyzed using simple statistics and coding. The study revealed eight factors contributing to employees’ turnover at private education institute in Tanzania. The factors are insufficient salaries, poor working conditions, lack of employees’ recognition by the management, lack of opportunity for further training and career development, poor leadership, lack of job security, lack of equity in compensations and lack of incentive packages. The study came out with the following recommendations for rescuing the problem, increase of employees salaries, improving working conditions, management add some other allowances, provision of opportunity for training and career development, ensuring job security, recognizing employees and use of proper management style for employees. If these recommendations will be considered by human recourse managers in Private Education Institutions in Tanzania will enable them to reduce problem of employees turnover in their institutes.
author: Nombo, Sadiki Severin
language: en
keywords: 658 Gerneral management
date published: 2013
date modified: 2026-07-24T03:40:17Z
provider: Open University of Tanzania
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: The Open University of Tanzania