| dc.description.abstract | The study examined the effect of motivation on employee turnover in health training institutions
using a case of Uganda Institute of Allied Health and Management Sciences (UIAHMS) –
Mulago Uganda. The study was built on three study objectives namely; a) To examine the effect
of Managerial support on the turnover of employees; b) To examine the influence of reward
strategies on turnover of employees and c) To assess the effect of career development on
employee turnover.
The study adopted a cross-section design blended with both qualitative and quantitative research
approaches; it utilized a sample of 98 respondents drawn from a population of 110 employees of
UIAHMS. Data were collected using Self-Administered questionnaires that were distributed the
respondents, the study achieved a response rate of 84.69%.
The study findings revealed that all the examined measures of motivation being positively and
significantly related with employee turnover. It was found that managerial support has a
correlation value of r = 0.654**; P< 0.01. Relatedly, Reward strategies has a correlation value of
r = 0.685**; P<0.01 while career development strategies has a correlation value of r = 0.789**;
P<0.01. On running multiple regression for ascertaining the degree of the relationship amongst
the study variables, the results of the regression model summary indicated that the examined
dimensions of Motivation (Managerial support; Reward Strategies as well as career development
strategies) account for 73.4% (R-Square = 0.734) of the variation in employee turnover. A closer
look at the dimensions of motivation however indicate that career development strategies has the
highest contribution on arresting attrition levels at an organization indicated by a beta value of -
0.597 followed by reward strategies with a beta value of - 0.484 while management supports
least affects attrition rates given a negative beta value of - 0.087.
The researcher concludes that while there is a significant positive relationship between the
examined measures of employee motivation, Career development strategies and Reward
strategies contribute greatly to curbing staff turnover while management support may not be of
great importance in arresting staff attrition.
The study recommends that Management should improve some of the key issues that were
reported to be unsatisfactory with regard career development strategies such effectively
recognizing performance and supporting staff to pursue further education. Further still,
management should institute a policy on rewards/employee compensation and ensure the policy
should guide management on effective performance incentives. Management should also ensure
that supervisors offer tailored guidance to staff on perform of tasks, remain impartial in their
actions towards staff and ensuring communication is effective at all levels of management | en_US |
