Abstract:
This study was conducted to determine the factors leading to employees’ turnover
in Tanzania Public Sector Organisations (PSOs). Specifically, the study assessed
factors leading to employee turnover in Public Sector Organisations. The study
was conducted at the Tanzania Fisheries Research Institute (TAFIRI-Dar es
Salaam) which is a research institute constituting the public sector organisations
under the Ministry of Livestock and Fisheries. A case study design was employed
for a comprehensive understanding of the phenomena. Data collection was
through a questionnaire and interview guide which involved 35 respondents who
were randomly and purposively selected. The analysis of data from the
questionnaire was done descriptively through Statistical Package for Social
Science (SPSS) where frequencies and percentages were created and presented
through tables while the analysis of data from the interview was done through
content analysis. The study was guided by 3 theories: Maslow’s Hierarchy of
Needs, Existence, Relatedness, and Growth (ERG) Theory, and Herzberg’s Two factor Theory. The study revealed low salaries and benefits, poor leadership and
supervision, limited opportunities for training and development, late promotion
and re-categorization, shortage of working tools and infrastructure, job
dissatisfaction and seeking for better jobs, lack of incentives scheme, and late or
absence of payments and other monetary rewards, constitute the factors leading
to employees’ turnover in PSOs. In light of the findings, the study recommended
the management of PSOs in Tanzania particularly TAFIRI to formulate and
implement strategies aimed at improving the work environment. This study has
confirmed what other studies have depicted regarding the factors leading to staff
turnover and at the same time this study will help policymakers particularly in
public organizations to make sure that they create policies that promote
employee welfare and hence reduce turnover.
