EFFECT OF ORGANIZATIONAL CULTURE ON EMPLOYEE TURNOVER: A CASE STUDY OF TECHNICAL UNIVERSITY OF MOMBASA

Abstract

Employee turnover is one of the most costly human resource challenges confronting both public and private organization. Employee turnover affects growth, profitability and customer satisfaction. Employee turnover is caused by various reasons and one of it been the culture of an organization. In this study, innovation and stability was the independent variable while employee turnover was the dependent variable. The population of the study was 493 employees of Technical University of Mombasa. A sample size of 148 individuals was picked which is 30% of the total population. The sample size was selected using stratified random sampling technique. Data collected was analyzed with the aid of statistical package for social scientist (SPSS Version 20). Descriptive statistic such as standard deviations was used and the inferential statistics used included Pearson correlation, ANOVA and multiple regression analysis. Multiple regression analysis was used to establish the relationship between the research variables. The result revealed that innovation orientation and stability orientation had significant and positive effects on employee turnover. The study recommended that, to minimize employee turnover at Technical University of Mombasa, the TUM Management should come up with measures on how to incorporate innovation and stability orientation in their retention strategy.