Staff turnover and knowledge loss: a case study of the University of Nairobi Library

Abstract

Rationale of Study – Staff turnover affects an organisation’s ability to maintain knowledge continuity. This paper investigates staff turnover as a potential  threat to knowledge loss at the University of Nairobi Library.

Methodology – Questionnaires were used to collect data which identified the  factors within the University of Nairobi Library that determine staff exit. Correlation and regression were used to examine the verifiability of these  parameters.

Findings – From the study, it was found out that the main determinants of staff turnover are inadequate training and development  programmes for staff; job satisfaction depending on the favourability of the job; poor pay and lack of benefit conditions; as well as work climate or  environment and leadership style. Staff turnover leads to reduced organisational output and productivity; loss of organisational or institutional memory;  creation of gaps in service delivery and organisational structure; high cost of training and recruitment of new staff; low level of commitment since the  teams are shaken by the loss of a team member; low organisational integration resulting from broken team; loss of library users; and increased work  load amongst the remaining staff.

Implications – The authors recommend that the University of Nairobi Library should carefully look into the factors  making the staff to migrate to other organisations. The library should also institute the necessary measures to reduce the staff turnover and enhance  staff retention in order to reduce the knowledge loss.

Originality – The study is original to the University of Nairobi Library. The findings, however, may  be applied to other academic libraries in Kenya and beyond.