Factors Influencing the Employee Turn Over at Tanzania Telecommunication Corporation Limited, Dar Es Salaam Office

International Journal of Research and Innovation in Social Science (IJRISS) | Volume V, Issue XI, November 2021 | ISSN 2454–6186

Factors Influencing the Employee Turn Over at Tanzania Telecommunication Corporation Limited, Dar Es Salaam Office

Glory Lelo Surumbu, Ikandilo Kushoka*
Institute of Accountancy Arusha, Dar Es Salaam Campus, Dar Es Salaam,Tanzania
*Corresponding Author

Abstract: Employee retention is among the important factors for business sustainability. The purpose of the study is to examine the factors influencing the employee turnover by using Tanzania Telecommunication Corporation Limited (TTCL) as a case study. Specifically, the study examined the impact of Training and Promotion on employee turnover, the effects of working environment on employee turnover and it identified the strategies for reducing employee turnover in Tanzania. This study was conducted in Dar Es Salaam city in its five municipals (Ilala, Ubungo, Temeke, Kinondoni and Kigamboni). The study used Primary data which was collected using questionnaire and interview. Quantitative data was analyzed using Correlation and Regression while the qualitative data was analyzed by content analysis. The findings revealed that Training and Promotion positively influence the Employee turnover. Also working environment positively influences the Employee turnover. Furthermore, the study identified different strategies for improving reduction of employee turnover such promoting high-quality of work relationships and Promotion of job Satisfaction. The study concludes that providing a positive work environment reduces turnover.
Keywords: Employee Turn Over, Working Environment, Training, Promotion, Telephone Communication sector, Employee Retention, Zanzibar Telecoms Limited (Zantel) and Tanzania Telecommunications Company Limited (TTCL).

I. INTRODUCTION

Employees’ turnover poses a recurrent challenge to most business organization (Ananthan & Sudheendra, 2011). Generally, there is no organization which is immune to employees’ turnover; be it a small in size or big sized organization; they are all exposed to employees’ turnover (Damei, 2020). However, it may not be feasible for any organization to totally eliminate employees’ turnover due to various reasons, nevertheless it could be reduced to a very minimal rates in percentage. Ideally, an employee in an organization is expected to continuously render productive service to the organization and remain in that organization until retirement (Biason, 2017).
Ferreira & Almeida (2015) study stipulates that every time an employee quits, a replacement must be recruited, selected, trained, and permitted time on the job to gain experience. These costs are not the only negative influences caused by turnover but also it has a tremendous challenge on performance of the organization as well. The cost of recruiting a new employee is relatively higher than the cost of maintaining the existing one (Biason, 2017).
Tanzania Telecommunications Company Limited (TTCL), is the oldest and largest fixed line telecommunications company in Tanzania. The company comes forth from the

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