The causes of labour turnover intentions among non-academic staff in public universities in Tanzania : the case of University of Dar es Salaam

Labour turnover is one of the current concerns in higher learning institutions. Neither employees nor employers seem to take for granted that a person will stay with the organization until retirement. Due to this fact, this study was set to find out the causes of turnover intentions among non-academic staff in higher learning institutions, the case being the University of Dar es Salaam. The study aimed to find out reasons for such instability of human capital that drives decisions, strategies, policies and operations within higher learning institutions Data were collected randomly with a sample size of 50 respondents who were nonacademic staff from the main campus of the University of Dar es Salaam. Other sources of data were from documentary reviews, interviews and observations. The data collected subjected to content analysis with assistance of Software Package for Statistical Science (SPSS). Data were analyzed using descriptive statistics and frequency table drawn from the mean and standard deviation. The findings revealed that, low wages and incentives, unfair promotions, poor leadership practices such as unfair treatments, delay in problem solving, poor working conditions, lack of personal recognition and lack of clear and exposed retention strategies play a big role in intentions to leave the job. Other factors such as availability of alternative employers who allow a room for salary negotiations with employees were also found to be contributing to turnover. From the findings of the study, a number of recommendations have been offered so as to develop retention and incentives, strategies, to the public higher learning institutions.