THE EFFECTS OF JOB SATISFACTION ON EMPLOYEES’ TURNOVER INTENTION: (THE CASE OF WOLKITE UNIVERSITY

Abstract

The main purpose of the study was to examine the effects of job satisfaction on employees’ turnover intention of Wolkite University. The study employed explanatory and descriptive survey method because of focuses on acquiring and conveying facts. On the other hand, explanatory research to explain why a phenomenon occurs by working to understand the causes and correlations between variables job satisfaction and employee turnover intention. The data used were primary and secondary data. The sampling method was stratified simple random sampling. The study used close ended self-administered questionnaire which is designed to collect quantitative data. The questionnaire design includes 4 items of demography, 14 dimensions of job satisfaction with 60 items and turnover intention with 4 items. Independent and dependent variables’ items utilized five Point Likert-scales. A total of 343 questionnaires were administered and 343 were analyzed with a response rate of 100%.The reliability and validity test were done before analyzing the data. Data analysis was done by descriptive statistics, correlation and regression analysis using SPSS 20(Statistical Package for Social Science). Job Satisfaction factors (responsibility, advancement, work itself, compensation, supervision, job security police, communication and work condition) were found low employee satisfaction at Wolkite University. In addition three factors; (achievement, recognition and growth) were moderate level of satisfaction. The study also found wolkite university employees have moderate level of intention to leave the organization. The other finding was that factors of job satisfaction (compensation, communication, growth, policies, coworker, has positive and supervision, Work condition, and advancement have negative significant impact on turnover intention with the level of p-value < 0.05. Whereas the other predictor variables; work itself, achievement, responsibility have negative and recognition, job status and job security have positive insignificant impact on turnover intention. Furthermore, the rest of 13.7% turnover intention is influenced by other variables which are not incorporated under this study. Since this model explains only 86.3% of the dependent variable that reveals the model is strong. Compensation, communication, growth, policies coworker, supervision, work condition and advancement have contributed relatively high impact to the variation of turnover intention. Therefore, to increase employee satisfaction level and to reduce turnover intention the policy makers and/or wolkite university management must focus to improve the factors of job satisfaction that have high impact on turnover intention.