The effect of a company's innovation orientation culture on employee turnover among selected non-governmental organizations in Samburu, Kenya

Abstract

This paper examines the effect of a company's innovation orientation culture on employee turnover among selected non-governmental organizations in Samburu, Kenya. A stratified random sampling technique was used to select 78 NGOs operating in Samburu County for the analysis, the study population comprised 11 senior management teams, 14 technical teams and 78 junior staff in 24 selected and active NGOs in Samburu. The analysis gathered both qualitative and quantitative data. A structured questionnaire was used to collect quantitative data and an interview guide was used to collect qualitative data. Thematic data analysis was used to interpret qualitative data, which included common terms, phrases, themes, and patterns. Quantitative data were analyzed using descriptive statistics which includes frequencies, means, and standard deviation. Findings Results showed that innovation orientation is positively correlated with employee turnover (r=0.375, P=0.01). This supports Chow et al’s (2001) study which revealed that innovation orientation as part of an organization's culture has a significant effect on employee turnover. This study also discovered that an innovation orientation culture embedded in an NGO's ideology will help to reduce turnover because workers feel valued when their work is recognized for creativity and innovation.

Keywords: {'name': 'Employee turnover, Non-governmental organizations, Innovation Orientation, organization culture'}

Authors & affiliations

Julius Lentawa
Affiliation not supplied

Paul Gesimba
Affiliation not supplied

David Gichuhi
Affiliation not supplied

Deposited references

Supplied references, not a list of publications citing this article.

Acheampong, T. Y. (2019). Government as employer of last resort as a solution to youth unemployment in developing countries: Lessons from Ghana’s National Youth Employment Programme. E-Journal of International and Comparative Labour Studies, 8(1).

DOI: 10.21511/ppm.15(1).2017.06

DOI: 10.4324/9780429441400

Chabaya, O., Tshephe, G. P., & Molotsi, M. M. (2014). Causes and effects of staff turnover in academic development center: A case study of a historically black university in South Africa. Mediterranean Journal of Social Sciences, 5 (11), 69-76.

DOI: 10.1080/15332845.2011.588579

DOI: 10.1108/JKM-03-2017-0097

DOI: 10.1111/peps.12033

Hakim, A. (2015). Effect of organizational culture, organizational commitment to performance: Study in hospital of Distinct South Konawe of Southeast Sulawesi, The International Journal of Engineering and Science. 14(5), 33-41.

DOI: 10.3386/w24360

DOI: 10.4102/sajhrm.v12i1.562

Kinyanjui, N. (2015). Evaluating Employee Turnover and The Adoption of Modern Retention Strategies in Kenyan Insurance Firms (Doctoral dissertation, Strathmore University).

DOI: 10.1177/0275074017715322

DOI: 10.1108/JOCM-02-2018-0051

Oparanma, A.O. & Obiekwe, O. (2017). Impact of employees ‘involvement on organization performances in the workplaces, Hezekiah University Journal of Social & Management Sciences, 5(2):231-239.

DOI: 10.5296/ijhrs.v4i3.5871

Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African journal of business management, 3(9), 410-415.

Sia, K. S. & Appu, A. V. (2015). Organizational Social Support: A predictor of Employees Workplace Creativity. Annamalai International Journal of Business Studies & Research.

DOI: 10.1007/s11747-010-0225-2

DOI: 10.14807/ijmp.v7i4.466

DOI: 10.1007/s10869-010-9161-x