Employee Attributes and Employee Voluntary Turnover
Gender and Employee Voluntary Turnover
As shown in Table 4.5, Chi square test between gender and employee voluntary
turnover intention show that the Chi square assumptions was violated (25% compared
to maximum 20%). Likelihood Ratio is therefore used to establish the association
between the variables. As indicated the Likelihood Ratio 6.833; df 3; Asymp. Sig.
(2-sided) .077 (Alpha Value=
.05). The reported Sig. (2-sided) .077 value is higher than the alpha value of .05. This
indicates that there is no significant association between gender of the respondent and
employee voluntary turnover intention. This means that employee voluntary turnover
is not dependent on gender.
Table Chi Square Test- Gender
Chi-Square Tests
Value d
f
Asymp. Sig.
(2- sided)
Pearson Chi-Square 5.292a
3
.152
Likelihood Ratio 6.833
3
.077
Linear-by-Linear
Association
.189
1
.664
N of Valid Cases 65
a. 2 cells (25.0%) have expected count less than
5. The minimum expected count is 1.91.
Age and Employee Voluntary Turnover
As shown in Table 4.6, Chi square test between age and employee voluntary turnover
intention show that the Chi square assumptions was violated (50% compared to
maximum 20%). Likelihood Ratio is therefore used to establish the association
between the variables. As indicated the Likelihood Ratio 13.140; df 6; Asymp. Sig.
(2-sided) .041 (Alpha Value=
.05). The reported Sig. (2-sided) value .077 is lower than the alpha value of
.05. This indicates a significant association between age of the respondent and
employee voluntary turnover intention.
Table Chi Square Test- Age
Chi-Square Tests
Value d
f
Asymp. Sig.
(2- sided)
Pearson Chi-Square 10.969a
6
.089
Likelihood Ratio 13.140
6
.041
Linear-by-Linear
Association
8.370
1
.004
N of Valid Cases 65
b. 6 cells (50.0%) have expected count less than
5. The minimum expected count is .25.
The Kendall’s tau-b value of .317 indicates a weak positive relationship between age
and employee voluntary intention. This implies that employee’s likelihood to leave
increases with increase in age.
Education and Employee Voluntary Turnover
As shown in Table, Chi square test between education and employee voluntary
turnover intention show that the Chi square assumptions was violated (58.3%
compared to maximum 20%). Likelihood Ratio is therefore used to establish the
association between the variables. As indicated the Likelihood Ratio 7.662; df 6;
Asymp. Sig. (2-sided) .264 (Alpha Value=
.05). The reported Sig. (2-sided) .264 value is higher than the alpha value of .05. This
indicates that there is no significant association between education of the respondent
and employee voluntary turnover intention.
Table Chi -Square Test- Education
Chi-Square Tests
Value d
f
Asymp. Sig.
(2- sided)
Pearson Chi-Square 6.012a
6
.422
Likelihood Ratio 7.662
6
.264
Linear-by-Linear
Association
.668
1
.414
N of Valid Cases 65
c. 7 cells (58.3%) have expected count less than
5. The minimum expected count is .12.
Tenure in Job Position and Employee Voluntary Turnover
As shown in Table 4.8, Chi square test between tenure in job position and employee
voluntary turnover intention show that the Chi square assumptions was violated
(68.8% compared to maximum 20%). Likelihood Ratio is therefore used to establish
the association between the variables. As indicated the Likelihood Ratio 15.330; df 9;
Asymp. Sig. (2-sided)
.82 (Alpha Value= .05). The reported Sig. (2-sided) .082 value is higher than the
alpha value of .05. This indicates that there is no significant association between
respondents tenure in job position and employee voluntary turnover intention.
Table Chi Square Test - Tenure in Job Position
Chi-Square Tests
Value d
f
Asymp. Sig.
(2- sided)
Pearson Chi-Square 12.222a
9
.201
Likelihood Ratio 15.330
9
.082
Linear-by-Linear
Association
.052
1
.819
N of Valid Cases 65
a. 11 cells (68.8%) have expected count less than
5. The minimum expected count is .12.
Work-Life Balance and Employee Voluntary Turnover
Work-life balance was measured by the statement that amount of time their jobs take
up makes it difficult to fulfill family responsibilities. This was cross tabulated with
employee voluntary turnover represented by the statement that I don’t plan to be in the
organization for long. As shown in Table, Chi square test between work-life balance
a. 15 cells (75.0%) have expected count less than 5. The
minimum expected count is .18.
and employee voluntary turnover intention show that the Chi square assumptions was
violated (75% compared to maximum 20%). Likelihood Ratio is therefore used to
establish the association between the variables. As indicated the Likelihood Ratio
38.915; df 12; Asymp. Sig. (2- sided) .000 (Alpha Value= .05). The reported Sig. (2-
sided) value .000 is lower than the alpha value of .05. This indicates a significant
association between work-life balance and employee voluntary turnover intention.
Table Chi Square Test-Work Life Balance
Chi-Square Tests
Value d
f
Asymp. Sig.
(2- sided)
Pearson Chi-Square 33.467a12 .001
Likelihood Ratio 38.915 12 .000
Linear-by-Linear
Association
.012
1
.913
N of Valid Cases 65
The Kendall’s tau-b value of .057 indicates a moderately strong positive relationship
between work-life balance and employee voluntary turnover intention. This implies
that employees are likely to stay when work-life balance is enhanced.
Financial Compensation and Employee Voluntary Turnover
Financial compensation was measured by the statement that the firm offered good
remuneration to all staff. This was cross tabulated with employee voluntary turnover
represented by the statement that I don’t plan to be in the organization for long. As
shown in Table 4.10, Chi square test between financial compensation and employee
voluntary turnover intention show that the Chi square assumptions was violated
(62.5% compared to maximum 20%). Likelihood Ratio is therefore used to establish
the association between the variables. As indicated the Likelihood Ratio 31.672; df
9; Asymp. Sig. (2-sided) .000 (Alpha Value=.05). The reported Sig. (2-sided)
value .000 is lower than the alpha value of .05. This indicates a significant
association between financial compensation and employee voluntary turnover
intention.
TableChi Square Test- Financial Compensation
Chi-Square Tests
Value d
f
Asymp. Sig.
(2- sided)
Pearson Chi-Square 27.408a
9
.001
Likelihood Ratio 31.672
9
.000
Linear-by-Linear
Association
.001
1
.981
N of Valid Cases 65
a. 10 cells (62.5%) have expected count less than
5. The minimum expected count is .31.
The Kendall’s tau-b value of .012 indicates a weak positive relationship between
financial compensation and employee voluntary turnover intention. This implies that
employees are likely to stay with increase in financial compensation.
Career Development Opportunities and Employee Voluntary Turnover
The statement measured career development opportunities that the present job
encouraged me to continuously gain new job-related skills. This was cross tabulated
with employee voluntary turnover represented by the statement that I don’t plan to be
in the organization for long. As shown in Table 4.11, Chi square test between career
development opportunities and employee voluntary turnover intention show that the
Chi square assumptions was violated (68.8% compared to maximum 20%).
Likelihood Ratio is therefore used to establish the association between the variables.
As indicated the Likelihood Ratio 26.719; df 9; Asymp. Sig. (2-sided) .002 (Alpha
Value= .05). The reported Sig. (2-sided) value .002 is lower than the alpha value
of .05. This indicates a significant association between career development
opportunities and employee voluntary turnover intention.
Table Chi Square Test- Career Development Opportunities
Chi-Square Tests
Value d
f
Asymp. Sig.
(2- sided)
Pearson Chi-Square 22.509a
9
.007
Likelihood Ratio 26.719
9
.002
Linear-by-Linear
Association
2.563
1
.109
N of Valid Cases 65
a. 11 cells (68.8%) have expected count less than
5. The minimum expected count is .55.
The Kendall’s tau-b value reported of -.122 indicates a negative relationship between
career development opportunities and employee voluntary turnover intention. This
implies that employees voluntary turnover is likely with reduction in career
development opportunities.
