Factors Affecting Employee Turnover in Local Government Authorities in Tanzania: A Case of Dar es Salaam City Council

Abstract

This study assessed the factors affecting employee turnover in local government authorities (LGAs) in Dar es Salaam City Council, Tanzania. Specifically, the study sought to ascertain how motivational factors affect employee turnover in the Dar es Salaam City Council, to assess how hygiene factors affect employee turnover in the Dar es Salaam City Council, and to establish mitigation strategies to reduce employee turnover in the Dar es Salaam City Council.  A combination of qualitative and quantitative research methods was employed, utilizing a case study design to gain a comprehensive understanding of the phenomena. Primary data were collected through a survey method using a questionnaire and interview guide, involving 129 respondents who were randomly and purposefully selected from the Dar es Salaam City Council. The study was guided by two theoretical frameworks: the Existence, Relatedness, and Growth (ERG) Theory and the Conservation of Resources (COR) Theory. The analysis of the questionnaire data was conducted descriptively using the Statistical Package for Social Science (SPSS), with frequencies and percentages presented in tables, while the interview data were analyzed through content analysis. The findings revealed several factors contributing to employee turnover in LGAs, including low salaries and benefits, poor leadership and supervision, limited opportunities for training and development, delayed promotions and re-categorization, a shortage of working tools and infrastructure, job dissatisfaction, lack of incentives, and late or absent payments and other monetary rewards.  In conclusion, the study recommends that the management of LGAs in Tanzania, particularly the Dar es Salaam City Council, develop and implement policies aimed at improving the work environment to enhance employee retention.