Factors leading to labour turnover in public health facilities in Tanzania: a case of Muhimbili National Hospital
| dc.contributor.author | Kuhenga, Agnes Matama | |
| dc.date.accessioned | 2020-03-02T12:58:43Z | |
| dc.date.available | 2020-03-02T12:58:43Z | |
| dc.date.issued | 2013 | |
| dc.description | Available in print form, University of Dar es Salaam at Dr. Wilbert Chagula Library(THS EAF HF5549.5T8T34K83) | en_US |
| dc.description.abstract | This study titled Factors leading to Labour Turnover in Public Health Facilities in Tanzania - The case of Muhimbili National Hospital was conducted to meet three objectives namely, to assess readiness and willingness of staff to leave MNH for another employer, to analyze the factors leading to labour turnover and explore measures to be taken to curb labour turnover problem. The fact that organizations depend significantly on its employees to achieve its expected outputs, the need to retain them is of great importance. Study data was collected by administering questionnaires and tested for validity and reliability. Validated data were analyzed using SPSS. The findings of this study revealed that, majority of employees are ready to leave MNH for an alternative better employment. Factors cited by respondents include lack of personal advancement, lack of promotion and career development, inadequate compensation, poor communication and working environment .In addition, it was found that, effective measures to curb labour turnover challenge includes, opportunity for training, fair and supportive work supervision, fair and transparent promotion and salary increment procedures, effective and fair job performance appraisal system, recognition and appraisal of employee’s efforts, involvement of employees in decision, benefits and incentives, safe working environment, play important role in retaining employees . It was therefore concluded that, majority of MNH staff are ready and willing to leave for other employers who provides better job terms, conditions and environment. In addition, MNH has to improve measures to retain its well performing employees. In view of study findings, MNH management is advised to continue to invest on training and development to enhance employee capacity and review its promotion and job performance appraisal system. Furthermore, MNH should improve safety of work environment and take deliberate measures to improve relationship between management and ordinary employees .MNH should make its promotion and salary increment procedures more fair, clear and transparent. Incentives and benefits should also be improved to enable employees to meet cost of living. It also recommended that, the Tanzania Government through MOF, should increase funds allocation for MNH, to enable the Hospital to address employees’ concerns with financial implications. | en_US |
| dc.identifier.citation | Kuhenga, A. M(2013)Factors leading to labour turnover in public health facilities in Tanzania: a case of Muhimbili National Hospital,Master dissertation, University of Dr es Salaam, Dar es Salaam | en_US |
| dc.identifier.uri | http://41.86.178.5:8080/xmlui/handle/123456789/7550 | |
| dc.language.iso | en | en_US |
| dc.publisher | University of Dar es Salaam | en_US |
| dc.subject | labour turnover | en_US |
| dc.subject | Muhimbili National Hospital | en_US |
| dc.subject | Tanzania | en_US |
| dc.title | Factors leading to labour turnover in public health facilities in Tanzania: a case of Muhimbili National Hospital | en_US |
| dc.type | Thesis | en_US |