please the note is about turnover intention assessing so please summarize the data analysis and
triangulate with objectives that are
- To determine the employee's intention to leave the Ethiopian Food and drug Authority
- To determine the staff turnover rate Ethiopian Food and drug Authority
- To determine the major causes of employee turnover Ethiopian Food and drug Authority.
4.2 Response Rate
This section presents the questionnaires issued and the ones that were returned to the researcher for analysis. The response rate from the study as per the questionnaires received is presented in the following manner.
Table 4.1 Response Rate
Questionnaires
Frequency
Percent (%)
Returned
197
81.74%
unreturned
44
18.25%
Total
241
100
Source: Research Data (2024)
The researcher disseminated 241 questionnaires. Among those questionnaires, 207 of them are returned accounting for 86 %., whereas 44 of the questionnaires, or 14% of the questionnaires are not returned.
of the Respondents
The first part of the questionnaire contained demographic information of the participants. Moreover, the questionnaire includes a limited amount of information related to the personal and professional characteristics of the respondents. These are gender, age, and grade level.
Table 4.2 : Gender
Frequency
Percent (%)
Male
115
58.37 %
Female
82
41.62 %
Total
197
100%
Source: Research Data (2024)
From the above table, it is concluded that respondents 115, or 58.3 % are male. Whereas 82 or 41.6% of them are female.
Table 4.3 : Age
Frequency
Percent (%)
Less than 25
3
1.5 %
25-35
69
35 %
35-45
81
41 %
45-55
40
20.3 %
55-65
4
2.3 %
Total
197
100 %
Source: Research Data (2024)
Table 4.3 showed as 3 of the respondents or 1.5 % have less than 25 years, whereas 69 or 35% of them are between 25-35. 81 of them are between 35-45 that accounts 41 %. 40 or 20.3 % of the respondents are between 45-55. This accounts 20.3 %. 4 of the respondents are between 55-65, that accounts 2.3 %.
Table 4.4: Educational background
Frequency
Percent (%)
10+1 complete
4
2 %
10+2 complete
3
1.5 %
Diploma holder
5
2.5 %
First degree
109
55.4 %
Second degree
76
38.6 %
Ph.D.
-
Total
197
100 %
Source: Research Data (2024)
When we see the educational background of the respondents 4 of them are 10+1 complete that is, 2 % , whereas 3 of them are 10+2 complete ,that accounts 1.5 % , 5 of them are diploma holder that accounts 1.5 %. 109 of the respondents are first degree holder that accounts 55.3 % and 76 of them are second degree holder that makes 38.5 %.
Figure 4: Educational background
Table 4.5: Work experience of the respondents
Frequency
Percent (%)
Less than a year
-
-
1-3 years
14
7.1 %
3-6 years
85
43.14%
6-9 years
61
30.96%
More than 9 years
37
18.78%
Total
197
100%
Source: Research Data (2024)
From the above table 14 of the respondents or 7 % of them are the work experience 1-3 years, 85 of them are work experience between 3-6 years, and 61 of them or 30.9% have work experience between 6-9 years, and 37 of them have work experience more than 9 years.
Figure 5: Work experience of the respondents
Table 4.6: Marital status
Frequency
Percent (%)
Married
117
59.3 %
Single
80
40.6 %
Total
197
100 %
Source: Research Data (2024)
From the above table 117 of the respondents are married , that accounts 59.3 % and 80 of them are single that accounts 40.6 %.
Figure 6: Marital status
Table 4.7: There is employee turnover in the organization.
Frequency
Percentage
Strongly Agree
45
22.8 %
Agree
130
66%
Neutral
15
7.6%
Disagree
5
2.5%
Strongly Disagree
3
1.5%
Total
197
100%
Source: Research Data (2024)
Regarding employees turnover in the organization 45 of the respondents responded they are strongly agree that accounts 22%, similarly, 130 of them are responded agree that makes 66%. Whereas 15 of them are neutral that makes 9.6%, 5 of them or 2.5% are responded they are disagree and 3 of them are responded they are strongly disagree that makes 1.5%.
Figure 7: There is employee turnover in the organization.
Table 4.8: There is high turnover in your organization
Frequency
Percentage
Strongly Agree
56
28.4%
Agree
114
57.8%
Neutral
14
7.1%
Disagree
6
3%
Strongly Disagree
7
3.5%
Total
197
100%
Source: Research Data (2024)
From the above result the researcher concluded that 56 or 28% of the respondent responded that they are strongly agree; whereas 114 of them are responded agree. This accounts 57.8%. 14 of them are replied neutral that accounts 7.1%. From the respondents 6 of them are replied disagree that accounts 3%. The remaining 7 replied disagree that is 3.5%.
Figure 8: There is high turnover in your organization
Table 4.9: You want to stay with your current organization if greater job opportunities are available elsewhere
Frequency
Percentage
Strongly Agree
2
1%
Agree
3
1.5%
Neutral
10
5%
Disagree
85
43 %
Strongly Disagree
97
49%
Total
197
100%
Source: Research Data (2024)
The above table has shown that among the respondents 2 of them are replied that they are strongly agree and this accounts 1%, whereas 3 of the respondents replied that they are agreed and this is 1.5%. 10 of the respondents replied they are neutral in the issue and this is 5%. Whereas 85 of the respondents or 43% answered disagree, and 97 of the respondents replied strongly disagree that accounts 49%.
Figure 9: You want to stay with your current organization if greater job opportunities are available elsewhere
Table 4.10 : You are satisfied with the salary provided by the organization
Frequency
Percentage
Strongly Agree
--
--
Agree
--
---
Neutral
10
5%
Disagree
83
40.6
Strongly Disagree
104
51.7%
Total
197
100%
Source: Research Data (2024)
From the above table it is concluded that 10 of the respondents replied neutral that accounts 5% , where as 83 or 40.6% of the them answered disagree. The remaining 104 or 51.7% replied strongly disagree.
Figure 10: You are satisfied with the salary provided by the organization
Table 4.11: You have an Intention to Leave the Ethiopian Food and Drug Authority
Frequency
Percentage
Strongly Agree
110
55.8%
Agree
80
40.6%
Neutral
5
2.5%
Disagree
2
1.01%
Strongly Disagree
-
-
Total
197
100%
Source: Research Data (2024)
The above table has shown as 110 or 55.8% of the respondents replied strongly agree, where as 80 of the respondents replied agree that accounts 40.6%. In the other case 5 of the respondents replied they are neutral and this accounts 2.5%. 2 of the respondents replied disagree that accounts 1.01%.
Figure 11: You have an Intention to Leave the Ethiopian Food and Drug Authority
Table 4.12: You have the intention to leave the organization in any situation without obtaining the job
Frequency
Percentage
Strongly Agree
75
38.07%
Agree
95
48.2%
Neutral
15
7.6%
Disagree
7
3.5%
Strongly Disagree
5
2.5%
Total
197
100%
Source: Research Data (2024)
The above table has shown that 75 of the respondents replied strongly agree that accounts 38.07%. 95 or 48.2% of the respondents answered agree. 15 of the respondents replied neutral that accounts 7.6%. In other case 7 of the respondents replied disagree. It is 3.5%. 5 of the respondents answered strongly disagree that accounts 2.5%.
Figure 12: You have the intention to leave the organization in any situation without obtaining the job
Table 4.13: You are satisfied with your current job
Frequency
Percentage
Strongly Agree
-
-
Agree
-
-
Neutral
11
5.5%
Disagree
100
50.7%
Strongly Disagree
86
43.6%
Total
197
100%
Source: Research Data (2024)
For the question that says do you satisfy with your current job, 11 or 5.5 %of the respondents replied they are neutral. Whereas 100 of the respondents replied disagree. This is 50.7%. 86 of the respondents’ answered strongly disagree and this is 43.6%.
Figure 13: You are satisfied with your current job
Table 4.14: You are satisfied with your payment in the organization of your work experience
Frequency
Percentage
Strongly Agree
-
-
Agree
-
-
Neutral
-
-
Disagree
121
61.4%
Strongly Disagree
76
38.5%
Total
197
100%
Source: Research Data (2024)
The above table has shown that 121 of the respondents responded disagree and 76 of the respondents replied strongly disagree and they have the percentage of 61.4%, 38.5% respectively.
Figure 14: You are satisfied with your payment in the organization of your work experience
Table 4.15: The organization has a reward system to motivate the employees
Frequency
Percentage
Strongly Agree
-
-
Agree
4
2%
Neutral
24
12.1%
Disagree
118
59.8%
Strongly Disagree
51
25.8%
Total
197
100%
Source: Research Data (2024)
Table 4.13 has shown that 4 of the respondents replied they are agreed that is 2%, whereas 24 or 12.1% of them are responded neutral, 118 of them are answered disagree and this accounts 59.8%, 51 of them are replied strongly disagree and this accounts 25.8%.
Figure 15: The organization has a reward system to motivate the employees
Table 4.16: There is a workload in the organization
Frequency
Percentage
Strongly Agree
4
2%
Agree
140
71%
Neutral
4
2%
Disagree
21
10.6%
Strongly Disagree
28
14.2%
Total
197
100%
Source: Research Data (2024)
The above table has shown that among the respondents 4 of them replied strongly agree and this accounts 2% ,whereas 140 of them responded agree and this is 71%. 4 of them responded neutral that is 2%, and 21 or 10.6% of the respondents replied disagree and the remaining 28 or 14.2% replied strongly disagree.
Figure 16: There is a workload in the organization
Table 4.17: There is team spirit with all your coworkers on job-related activities.
Frequency
Percentage
Strongly Agree
20
10.1%
Agree
35
17.7 %
Neutral
50
25.03 %
Disagree
57
28.9 %
Strongly Disagree
35
17.7 %
Total
197
100%
Source: Research Data (2024)
From the above table it is concluded that 20 or 10.1% of the respondents replied strongly agree, whereas 35 of them are answered agree that is 17.7%. 50 of the respondents responded 25.03%, 57 of them responded disagree that is 28.9%, in the other case 35 of the respondents replied strongly disagree that is 17.7%.
Figure 17: There is team spirit with all your coworkers on job-related activities.
Table 4.18: Your immediate boss supports you in job-related activities
Frequency
Percentage
Strongly Agree
4
2%
Agree
86
43.6%
Neutral
41
20.8%
Disagree
46
23%
Strongly Disagree
20
10%
Total
197
100%
Source: Research Data (2024)
For the question that said your immediate boss supports you in job-related activities 4 or 2% of the respondents answered strongly disagree, where as 86 of them are replied agree and this is 43.6%. in the other case 46 or 23% of the respondents are neutral. 46 of the respondents are responded their disagreement and this is 23%. Finally 20 of them are expressed their strongly disagreement and this is 10%.
Figure 18: Your immediate boss supports you in job-related activities
Table 4.19: You are committed to accomplishing the vision of the organization
Frequency
Percentage
Strongly Agree
76
38.5%
Agree
104
52.7%
Neutral
17
8.6%
Disagree
-
-
Strongly Disagree
-
-
Total
197
100%
Source: Research Data (2024)
For the question that said you are committed to accomplishing the vision of the organization 76 or 38.5% of the respondents answered strongly disagree, whereas 104 of them are replied agree and this is 52.7%. In the other case 17 or 8.6% of the respondents are neutral.
Figure 19: You are committed to accomplishing the vision of the organization
Table 4.20: The organization's top management is committed to creating a conducive environment for the employees
Frequency
Percentage
Strongly Agree
-
-
Agree
61
30.9%
Neutral
52
26.3%
Disagree
84
42.6%
Strongly Disagree
-
-
Total
197
100%
Source: Research Data (2024)
For the questions the organization's top management is committed to creating a conducive environment for the employees 61 or 30.9 % of the respondents replied agree, whereas 52 of them replied neutral that is 26.3% and 84 42.6% of the respondents replied disagree.
Figure 20: The organization's top management is committed to creating a conducive environment for the employees
Table 4.21: The workload is divided equally among all members
Frequency
Percentage
Strongly Agree
-
-
Agree
131
66.4%
Neutral
17
8.6%
Disagree
49
24.8%
Strongly Disagree
-
-
Total
197
100%
Source: Research Data (2024)
Table 4.16 has shown that 131 of the respondents replied that they are agreed and this accounts 66.4%. 17 or 8.6% of the them are neutral , 49 of the respondents or 24.8 are replied that they are disagreed.
Figure 21: The workload is divided equally among all members
Table 4.22: You are assigned according to your specialty
Frequency
Percentage
Strongly Agree
8
4%
Agree
131
66.4%
Neutral
17
8.6%
Disagree
41
20.8%
Strongly Disagree
-
-
Total
197
100%
Source: Research Data (2024)
Table 4.16 has shown that 8 of the respondents replied strongly agree that is 4%, 131 or 66.4% of them are agreed , 17 of the respondents are neutral and this is 8.6%, and finally 41 of the respondents expressed their disagreement and this is 20.8% .
Figure 22: : You are assigned according to your specialty
Table 4.23: Your supervisor is an influential person to shape you
Frequency
Percentage
Strongly Agree
-
-
Agree
49
24.8%
Neutral
55
27.9%
Disagree
92
46.7%
Strongly Disagree
-
-
Total
197
100%
Source: Research Data (2024)
For the question that says your supervisor is an influential person to shape you 49 of the respondents replied agree that accounts 24.8%. where as 55 or 27.9 % of the respondents are neutral in the issue, 92 or 46.7 of them are disagree.
Figure 23: Your supervisor is an influential person to shape you
Table 4.24: Enough autonomy is allowed in your job.
Frequency
Percentage
Strongly Agree
-
-
Agree
89
45.1%
Neutral
26
13.1%
Disagree
82
41.6%
Strongly Disagree
-
-
Total
197
100%
Source: Research Data (2024)
The above table shows that 89 or 45.1% of the respondents replied agree,26, or 13.1% of them are neutral on the issue, and 82 of them disagree which is 41.6%.
Figure 24: Enough autonomy is allowed in your job.
4.4 Summary of Interview Results
The results of interviews conducted with the general and vice directors of the organization are presented in the following sections. The results are used to compare the findings of data analyzed from the questionnaire.
-
What are the root causes of employee turnover at the Ethiopian Food and Drug Authority?
The majority of pharmaceutical employees are exposed to a variety of substances. Furthermore, the monthly income offered by the organization is inadequate as compared to other private institutions. Other authority inspectors working in border areas face danger in many circumstances and may not receive proper police protection.
The authority has delivered service to local and foreign food, medicine, and medical equipment importers, distributors manufacturing organizations, NGOs, and hospitals.
The customers who come to the organization to get services tell them to leave my office and join their company and get better pay and opportunities. As a result, the majority of those employees have left the organization
- Are there any strategies to solve this problem?
The authority is doing several activities, to solve the questions raised by the employees. Because the office is responsible for civil service, wage increases are not allowed; nonetheless, a draft of the guidelines has been produced and presented to the government to give alternative incentive mechanisms with additional benefits in various ways. Besides an attempt has also been made to establish a pleasant working atmosphere.
- Does the Ethiopian Food and Drug Authority habitually conduct exit interviews? If your response is no, please mention the reason
Yes, of course. When employees submit their resignation letters, we talk to them about what pushed them to leave their jobs consult with them on how to solve them, and make them change their ideas.
-
Does the organization have the habit of motivating employees based on their job performance?
This was practiced before but it was stopped due to the government's directive with the cause of extravagant outlay. However, there is a process of recognizing employees who have done different progressive work.
-
How do you see the impact or consequence of this problem?
Intrinsic motivation is the pillar of success. However, the motivation style of the organization is not appropriate. this condition will have will reduce their motivation and desire to innovate and create new things and this condition will cause serious problems as a service provider organization.
