LHAMABERA2025-06-032025-08https://rps.wku.edu.et/handle/123456789/46119ThisstudyfocusesontheassessmentofemployeeturnoveratWolkiteUniversitySpecializedHospital,withthegeneralobjectiveofevaluatingthefactorscontributingtoemployeeturnoverwithintheorganization.Highemployeeturnoverratesmayjeopardizeeffortstoattainorganizationalobjectivesandcanleadtosignificantchallengesinmaintainingastableworkforce.Whencriticalemployeesleave,itcan adversely impact innovation consistency in service provision, and the overall operational lefficiencyofthehospital.Theresearchdesignemployedinthisstudywasdescriptiveinnature,allowingforthecollectionofstructureddatathroughquestionnairesandinterviews.Primarydatawasgatheredusingthesetools,whilesecondarydatawascollectedfrombothpublishedandunpublishedmaterials.AStratifiedrandomsamplingtechniquewasutilizedtoselectsixtytwo(62)respondentsfromvariousemployeelevels,includinghealth,administrative,andmedicalstaffwithinthehospital.Amedimresponserateof93.55(58respondents)wasachievedthroughpersonaldatacollectionmethods,providingasolidbasisforanalysisusingpercentagesandtables.Thestudyidentified workload as the primary cause o employee turnover at Wolkite University Specialized Hospital. Additionally, the finding indicated thathighturnoverratescreatechallengesinattractingnewstaffandmaintainingacohesiveteam.Tomitigateturnoverrates,itisrecommendedthatmanagementreview employee service conditions and ensure that the working environments conducive to employeesatisfaction.Overall,thisstudyhighlightsthecriticalaspectsofemployeeturnoveratWolkiteUniversitySpecializedHospital.enThesis