Factors leading to academic staff turnover in non-university colleges-Tanzania and their impact on the academic performance: the case of Institute of Accountancy Arusha

Employee turnover can affect the productivity of an organization and is often a symptom of other difficulties. Losing key human capital in work organization operations upsets routines, makes employee/employer uncomfortable, and affects the productive and performance of the organization. Though there is no standard account for why people choose to leave, they tend to leave the organization voluntarily or involuntarily. The study therefore concentrated only on voluntary leaving. The main objective of the study was to find out factors that lead to employee turnover and their impact on directorate of studies’ performance in the non- university colleges where Institute of Accountancy Arusha was used as the case study. In the study, various factors that leading to employee turnover were found, analysed and interpreted qualitatively and quantitatively. The individual and organization turnover effects on performance were also stated. Findings indicated that there are possibilities for employee to stay longer in the work organization of employer cooperation and build a strong teamwork that is committed and devoted to meet the organization goals. In additional, the research indicated that, management has not realized the full implications of employee turnover. In order to comprehend this, the study suggests to management to be aware of the factors that lead to employee turnover in the directorate of studies and finds mechanism on how to retain the employee or keep turnover to a minimum. On the other hand academic staff are argued not to despair due to shortcomings of the management of the Institute, rather to be proactive in reminding the management to provide their rights in due tie.