THE ROLE OF JOB CONTENTS ON ACADEMIC STAFF TURNOVER INTENTIONS AMONG UNIVERSITIES IN KENYA: A DEVELOPING COUNTRIES CONTEXT
DOI:
https://doi.org/10.47604/jhrl.1430Keywords:
Job Contents, Academic Staff, Turnover IntentionsAbstract
Purpose: The purpose of this study was to assess the role of job contents on academic staff turnover intentions in Kenyan Universities
Materials and Methods: The study was guided by a positivism research philosophy and a descriptive cross-sectional survey design was used. The study population was 17210 academic staff in chartered universities in Kenya from whom a sample of 364 academic staff was drawn. A multistage sampling technique was used. Data was collected using a structured questionnaire. Data were analysed using both descriptive and inferential statistics. The study findings were presented using tables, charts, and graphs.
Results: The study found that the relationship between job contents and academic staff turnover intentions was negative and statistically significant The study concluded that the academic staff agreed that they were happy with work tasks, job contents, duties, responsibilities, achievement, success, recognition, job independence, autonomy, and status in the university and society. Employee satisfaction with job content leads to low turnover intentions.
A unique contribution to theory, practice, and policy: The study findings validate Herzberg's Two-Factor theory. Results indicate that the theory is applicable in the study of staff turnover intentions. In addition, the findings may in the future serve as a platform for additional studies in the same subject for other academics, students and researchers. Human Resource managers would benefit from the recommendations set out in this study to retain employees by understanding the role of job content in employee turnover.
Downloads
References
Armstrong, M., & Taylor, S. (2017). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Belete AK (2018) Turnover Intention Inuencing Factors of Employees: An Empirical Work Review. J Entrepren Organiz Manag 7: 253. doi: 10.4172/2169-026X.1000253
Chee-Leong et al (2010). An exploratory study on turnover intention among private sector employees.int. J. Bus. Manager, 5: 57-64
Dessler, G. (2017). Human Resource Management (15th ed). USA. Pearson Education
Dobni, C.B. (2010). The relationship between innovation orientation, job description and competitive strategy. International Journal of Innovation Management, 14(2):331-357.
Farahbod, F., Salimi, B.S., & Dorostkar, K. R. (2013). Impact of job description on organisational performance, job satisfaction and organisational commitment at the work place. International Journal of Contemporary Research in Business. 5(4), 44-67.
Hackman, J. R., & Oldham, G. R. (1974). The Job Diagnostic Survey: An instrument for the diagnosis of jobs and the evaluation of job redesign projects. Management Science journal, 5(8), 781-796.
Herzberg, F. (1959). Two factor theory. Retrieved January, 22, 2020.
Herzberg, F., Mausner, B., & Snyderman, B. (1959). The Motivation to Work. NewYork, NY: Wiley.
Ishak, N.A. (2015). Promoting employee performance and organisational citizenship behaviour through superior-surbordinate relationship at the workplace. Research and Practice in Human Resource Management, 13(2):1630.
Kamasak, R., & Bulutlar, F. (2008). The relationship between job description and employee performance: an empirical study of blue collar workers. Journal of Applied Sciences. 5(2), 107-112.
Khan, M., Ishaq, I, & Nawaz, M. (2013). Implications of performance management systems in Pakistani organisations. Journal of Basic and Applied Scientific Research, 3(12), 335-341.
Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and psychological measurement, 30(3), 607-610.
Lin, C.-Y. and Huang, C.-K. (2021), "Employee turnover intentions and job performance from a planned change: the effects of an organisational learning culture and job satisfaction", International Journal of Manpower, Vol. 42 No. 3, pp. 409-423. https://doi.org/10.1108/IJM-08-2018-0281
Marchington, M., Wilkinson, A.(2008). Understanding the meaning of participation: Views from the workplace. Human relations, 47(8), 867-894.
Mohammad, I. & Suharno, P. (2017). The influence of employee commitment, supervisor support and job satisfation towards intentional at Ciriajasaengineeering consultant co. ltd.
Mollel, E. R., Mulongo, L. S., & -Razia, M. (2017). The influence of job satisfaction on employee performance and productivity: The case of Muheza District, Tanzania. Journal of Business Management and Economics, 5(4), 45-59.
Yeboah, E. (2019). Effect of Employee Job Description on Their Work Performance: The Case of the National Health Insurance Authority. http://ugspace.ug.edu.gh/handle/123456789/30682
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Andrew T.Muguna, Dr. Isaac N Micheni, Dr. James M.Kirika, Dr. Catherine K.Kaimenyi
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
