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Human capital is a paramount important part of todays’ business world. For any company to achieve its corporate strategies, it is important to have motivated, committed workforce within the company. Losing experienced human resource by voluntary turnover is very costly for the organization and difficult to recover from when it specially occurs in large quantity. Regardless of the huge negative impact of turnover intention on the goal achievement of organizations, serious attention and research to address the problem specially in the health sector is very limited in many organizations in Ethiopia including Abebe Bikila health center.The study considered various independent variables including remuneration, cash incentives, promotion opportunities, recognition, and work conditions. The research aimed to determine how these factors influence the likelihood of employees leaving their current job. Based on quantitative survey, the data was collected from 202 sample group that are working in the center at clerical, non-clerical ,supervisory and health professional levels. By implementing the proper statistical tests, the study analysis uncovered that the first three out of the five candidate variables (remuneration,cash incentives , promotion ,recognition and work condition) were found to strongly correlate well with turnover intention. By investigating the relationship between reward management practices and turnover intentions, this study provided valuable insights for organizations specially healthcare centers looking to reduce employee turnover and improve retention strategies. |
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