Browsing by Author "Saleh, Chiku Shaban"

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    FACTORS INFLUENCING EMPLOYEE TURNOVER IN CASINO INDUSTRY Evidence from Le-Grande Casino Dar es Salaam Tanzania
    (University of Dar es Salaam, 2019) Saleh, Chiku Shaban
    This study focused on assessing the factors influencing employees’ turnover in the casino industry using evidence from Le-Grande Casino in Dar es Salaam, Tanzania. The study objectives included: assessment of factors for employee turnover in Casino Industry in Tanzania, assessment of the effects of employee turnover in Casino Industry and to determine strategies that can reduce turnover in private organization. The study employed a mixed approach of both qualitative and quantitative approaches whereby structured questionnaire through five point Likert scale and interview guide were used as tools for primary data collection from 70 respondents. The findings of the study revealed that the factors influencing employee turnover in the Casino industry of Tanzania include: salary rates, inadequate working tools, employee job dissatisfaction, and low level of social support offered to staff and the process of employee justice practiced at the workplace. The study showed several effects of employee turnover in Casino Industry which include: increasing the cost of searching for a suitable substitute employee, the selection between competing substitute employees, induction of the chosen substitute in Casino, lost productivity because of employee turnover, formal and informal training of the substitute employees, time management, and pressure on the remaining staff. The study also explored and revealed the following as the best practices used to reduce the rate of turnover in the casino industry; provision of social support in order to raise staff welfare, provision of learning opportunity, and the establishment of proper reward system. The study recommends that, the management should adopt better retention strategies in order to actively reduce employee turnover in the Casino industry. Furthermore, the human resource department should take adequate steps to maintain qualified employees by treating employees equally with respect plus offering them training opportunities; good governance, good relationship, and meeting employee needs.