BACKGROUND INFORMATION DATA ANALYSIS ON THE
PERCEIVED RELATIONSHIP BETWEEN EMPLOYEE RETENTION
AND ORGANIZATIONAL PERFORMANCE
Response Rate
This contains response rate data from the survey. A total of 210 questionnaires were
distributed to the respondents. Out of 210 questionnaires, 126 questionnaires were
returned duly filled. However, 6 questionnaires were not fully filed thus they were left
out of the analysis. This represented 57% response rate. According to Mugenda and
Mugenda, (2003) a response rate of 50% and above is a good for statistical reporting.
Demographic Characteristics of the Respondents
This part sought data on the respondent‟s gender balance, age, years of service, academic
qualifications, job title and branch they are based. This was meant to establish the
suitability of the respondents to the study as these characteristics can influence the
perception of the respondents on perceived relationship between employee retention
practices and organizational performance at NOC.
Gender Distribution of the Respondents
Gender distribution at NOC was sought for the purpose of balancing on responses for the
study as is shown in Table 4.1 below.
Table Gender
Gender Percentage
Female 56%
Male 44%
Total
The findings in Table 4.1 on gender distribution among the respondents showed that 56%
were female while 44% were male. Although females were more than male respondents,
the difference is insignificant and therefore the study is not skewed towards any gender.
This is good for the study as it will help to understand the opinion of both genders.
Age of Respondents
This is presented in Table 4.2. The intention here was to know the suitability of
respondents to the study.
Table Age
Age Percentage
26 - 39 46%
40 – 55 28%
0 - 5 18%
56 + 8%
Total
The study from Table 4.2 above it is clear that, 46% of the respondents were aged
between 26-39 years, 28% of the respondents were aged between 40-55, 18% were aged
25 years, while those with 56 + years were 8%. Results shows that majority of the
respondents were between 26 – 39 and 40 – 55 years.
Years of Employment at National Oil
The respondents were requested to indicate the period under which they had worked at
NOC. The information aimed at testing the work experience appropriateness of the
respondents in answering the questionnaire on employee retention practice and relate to
organizational performance at NOC. The findings are presented in Table 4.3.3 below.
Table Years of Employment at National Oil
Years Percentage
0-5 66%
5-10 25%
10 and above 9%
Total
The findings in Table 4.3 above indicates that majority of respondents had worked at
NOC for less than 5 years at 66% 25% had worked at NOC for between 5 to 10 years
and 9% had worked at NOC for 10 years and above. This implies that the majority of the
respondents had worked for less than five years explaining the high turnover at NOC.
Highest Level of Education
The study also sought to establish the respondents‟ highest education level. This will help
to gauge the employee’s suitability in terms of knowledge into the study. Results are
presented in Table 4.4 below:
Table Highest Level of Education
Level of Education Percentage
Undergraduate 52%
Master Degree Level 27%
Diploma Level 12%
Certificate Level 9%
Total 100
The findings in Table 4.4 above show that the majority of the respondents were
undergraduates at 52%. 27% of the respondents had a Master Degree while 12% had
Diplomas and 9% had Certificate Levels of education. No respondents had a secondary
education. This shows that majority of the employees were Undergraduate which makes
them suitable for the study as they understand the questionnaire.
Job Title of the Respondents
This was to determine the position of respondents and their appropriateness to the study.
Table 4.5 below presents the outcome.
Table Job Title of the Respondents
Job Title Percentage
Management Level II 46%
Management Level I 26%
Technical Staff 14%
Senior Manager 7%
Administrative Assistant 3%
General Manager 2%
Support Staff 2%
Total 100
The findings presented in Table 4.5 shows that majority of the respondents
were at Management Level II at 46%. Management Level 1 were 26%,
Technical staff were 14%, Senior Manager were 7 % Administrative Assistants
were 3% and General Managers were2% and the Support Staff were 2%. The
result indicate that majority of respondents were in management level II, I and
other senior officers implying that they were in a position to determine which
employee retention practice was not practiced to the required extent.
