Theses / Dissertations >
College of Arts and Social Sciences >
Please use this identifier to cite or link to this item:
|Title: ||The influence of working environment on labour Turnover: A case study of some selected private Universities in the Kumasi Metropolis|
|Authors: ||Mensah, Millicent|
|Issue Date: ||3-Sep-2013|
|Abstract: ||The Working Environment of every organisation is very important. Apart from leading to job dissatisfaction, low morale and low productivity, it can also lead to workplace deaths and injuries physically, emotionally and psychologically. The study therefore seeks to assess the influence of working environment on labour turnover. The research was conducted in three selected private universities. One Hundred and Forty Eight (148) respondents made up of Thirteen (13) management members and one hundred and thirty five (135) employees from the three selected private universities were selected while questionnaire and structured interview questions were used as instruments to gather data. Based on the nature of data collected, the Statistical Package for Social Sciences (SPSS) was used in processing and analyzing primary data gathered through questionnaires which enabled the researcher to do descriptive statistics including frequency tables and graphs. The findings revealed that among the three constituents of the work environment discussed in the study, there is a significant correlation between the physical environment and labour turnover and organisational culture and labour turnover. There is however an insignificant and weak correlation between organisational climate and labour turnover.
The study also revealed that employees from the three selected private universities believe the physical environment and organisational culture of their various institutions can influence their intention to quit. Management also confirmed that their physical environment and organisational culture to some extent account for their current Labour turnover rate. It is therefore prudent for management to make the necessary effort to ensure that their physical environment and organisational culture is conducive and accommodating enough to maintain a desirable turnover rate.|
|Description: ||A thesis submitted to the Department of Managerial Science, Kwame Nkrumah University of Science and Technology in partial fulfillment of the requirements for the degree of
MASTER OF BUSINESS ADMINISTRATION (HUMAN RESOURCE), 2013.|
|Appears in Collections:||College of Arts and Social Sciences|
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.