Factors Influencing Employee Turonver Intention Evidence From Transport Ministry And Ministry Of Revenues

Turnover intention is an employee’s cognitive desire to voluntarily leave their organization. It is thernmajor determinant for actual turnover. The objective of this study is to identify the relationship betweenrncasual factors and employee turnover intention in the case of the Transport Ministry and Ministry ofrnRevenues. Quantitative research approach is used; explanatory and descriptive survey research design isrnadopted. A total of 363 employees, 222 from Ministry of Revenue and 141 from Ministry of Transport,rnare selected with simple random sample. Data collected through questionnaire were analyzed usingrnSPSS 20 version. The analysis involves both descriptive and inferential statistics. In addition to thernquestionnaires, a document was reviewed to gather the annual turnover data and the legal framework ofrnthe individual organization. The test engages frequency distribution, Pearson Correlation Coefficient,rnANOVA and Regression. The result of the findings at Ministry of Revenues indicates the major factorsrnfor turnover intention to be supervisor employee relationship, job related factors and salary-benefit ofrnemployee. The result of the findings at Ministry of Transport indicate the major factors for turnoverrnintention to be job related factors ,salary- benefit and career growth. Furthermore the result indicates thatrnthere is a high turnover intention at both of the ministry offices. Generally, it was concluded the corernfactor for turnover intention at Ministry of Revenues to be lack of smooth employee supervisor relation,rnpay dissatisfaction and job related factors. Whereas job related factors, pay dissatisfaction and lack ofrncareer advancement are core factors for turnover intention at Ministry of Transport. Thernrecommendation highlighted that the Ministry of Revenues should develop smooth supervisor employeernrelation, provide enough autonomy for the employees and develop attractive salary and benefit system.rnLikewise, Ministry of Transport should develop appropriate job fit, develop attractive salary-benefit andrnreward system. Generally, it was recommended that managers revise salary and benefit packages,rnprovide fair promotion opportunity and allow employee to participate in the decision making process.

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