Determinants of labour mobility in the banking industry of Tanzania: employees’ perspective
| dc.contributor.author | Mboya, Wilson Joseph | |
| dc.date.accessioned | 2019-08-16T07:17:56Z | |
| dc.date.accessioned | 2020-01-08T09:55:56Z | |
| dc.date.available | 2019-08-16T07:17:56Z | |
| dc.date.available | 2020-01-08T09:55:56Z | |
| dc.date.issued | 2012 | |
| dc.description | Available in print form | en_US |
| dc.description.abstract | Labour mobility is one of the most critical management challenges facing many organizations in the world today. Employees’ attraction and retention in many parts of the world including Tanzania, is no longer a buyers’ market. Consequently, organizations are spending massive resources to attract and retain the best employees. However, in most cases these efforts end up in vain as many organizations steadily experience dysfunctional labour turnover. This study used the banking industry as the context to represent other industries. The banking industry of Tanzania is one of the industries experiencing high rate of labour mobility due to economic liberalization, financial sector reforms, rapid growth of the industry and stiff competition. The industry is characterized by rapidly growing demand for skilled employees while faced with shortage of supply due to the inability of the education system to produce adequate skilled employees. The study aimed at assessing individual employee and organizational constructed determinants associated with employee attraction and retention. It also assessed the situational determinants associated with labour mobility. Methodologically, the study applied mixed methods through the use of case studies and survey strategies complemented by sequential and transformative procedures. Data collection employed the use of indepth interviews and questionnaires. Thereafter, data were analyzed using thematic approach, factor analysis and logistic regression techniques. The findings revealed, opportunities for career advancement, recognition of excelling performance, opportunities for further studies, age, marital status, job creativity, scarcity of skills, job security, equitable pay packages for similar jobs and stiff competition as the predominant determinants of labour mobility. These findings have both theoretical and practical contributions and implications regarding the field of human resources management. It is recommended that, in order to overcome the negative effects associated with dysfunctional labour turnover, managers should accommodate the identified predominant determinants of labour mobility when devising strategies on employee attraction and retention. | en_US |
| dc.identifier.citation | Mboya, W. J (2012) Determinants of labour mobility in the banking industry of Tanzania: employees’ perspective, Doctoral dissertation, University of Dar es Salaam. (Available at http://41.86.178.3/internetserver3.1.2/search.aspx?) | en_US |
| dc.identifier.uri | http://localhost:8080/xmlui/handle/123456789/5924 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | Labour Mobility | en_US |
| dc.subject | Employees | en_US |
| dc.subject | Bank and banking | en_US |
| dc.subject | Tanzania | en_US |
| dc.title | Determinants of labour mobility in the banking industry of Tanzania: employees’ perspective | en_US |
| dc.type | Thesis | en_US |