Summary of Findings on staff turnover and employee performance in nonprofit
healthcare providers
In the study’s first objective, the researcher purposed to establish the influence of
voluntary turnover of staff on employee’s performance in nonprofit health care
providers. The findings revealed that the majority of the employees were not
satisfied with their job security. Further, it was also found that remuneration
packages in the organizations were mainly unsatisfactory due to lack of effective
packages which the respondents associated with poor performance and minimal
motivation to work. Career advancement plans was found to be non-existent b the
majority of respondents which was also linked to employee turnover. The majority
of respondents also disagreed that there is a reward and promotion system in their
organization which they associated to employee turnover. Lack of trade unions
was also cited by the majority of the respondents as a factor contributing to
employee turnover due to the lack of organizations to champion their rights. From
the regression analysis, it was found that voluntary turnover had a significant
influence of employee performance at p value (p=0.004<0.05).
The second objective purposed to determine how involuntary turnover of staff
affect the employees performance in nonprofit health care providers. The majority
of respondents agreed that violation of work ethics leads to dismissal evident by a
number of employee’s contracts being terminated in the past. The majority of the
organizations were also reported to having a rationalization policy which has been
affected in the past. The majority of respondents asserted that the presence of a
rationalization policy worries them as the majorities are not aware of the criteria
used when enforcing the policy. From the regression analysis findings, it was found
that involuntary employee turnover had a significant influence of employee
performance at p value (p=0.001<0.05).
Thirdly, the researcher set out to explore how functional turnover of staff relates to
performance of employee in nonprofit healthcare providers. It was found that
employees who underperform in the organization are resigned according to the
organization’s program policy. Further, it was also found that termination of
employees due to performance issues have occurred in the past. Consequently, the
majority of employees felt pressured to meet the expectations of the organization to
avoid potential termination. The inferential statistics model support these findings
as a p value of (p=0.019) was found, which is statistically significant.
Lastly, the researcher set out to examine how dysfunctional turnover of staff
relates to performance of employee in nonprofit healthcare providers. The
findings revealed that the majority of respondents disagreed that there have been
resignation of competent employees to join other competent organizations. The
employees also reiterated that if given the opportunity, they would transfer to a
more competent and well-rewarding organization. The respondents also felt that
their skills were a mismatch for their current position or organization. The
inferential statistics showed that dysfunctional employment has a statistically
significant influence on employee performance at p value (p=0.009<0.05)
The first objective sought to establish the influence of voluntary turnover of staff
on employee’s performance in nonprofit health care providers. In this regards, it
can be concluded that voluntary staff turnover has a significant influence on
employee performance for nonprofit health organizations. The second objective
sought to determine how involuntary turnover of staff affect the employees
performance in nonprofit health care providers. The study concludes that
involuntary staff turnover has a significant influence on employee performance in
non-profit health organizations. The third objective sought to explore how
functional turnover of staff relates to performance of employee in nonprofit
healthcare providers. The researcher concludes that functional turnover has a
significant influence on employee performance. The last objective examined how
dysfunctional turnover of staff relates to performance of employee in nonprofit
healthcare providers. The study concludes that dysfunctional staff turnover has a
significant influence on employee performance.
The study makes the following recommendations: The non-profit health care
organizations should set up policies on career progression plans for its employees
to avoid dysfunctional employee turnover. The organizations should reconsider
allowing its employees to join trade unions to ensure that their rights are not
violated. Such organizations should also work with employees to develop a more
attractive remuneration package to motivate employees towards better
performance. The findings points at such organizations educating its employees on
the criterion of rationalization policy programs to eliminate unwarranted concerns
over its implementation. Setting up of a policy to review employee competencies,
skills, experience and education to match them with remuneration packages offered
as well the appropriate employment position to ensure that the level of skills and
expertise match up with the employee position in the organization will also be
useful.
The study focused on nonprofit health care organizations in Uasin Gishu County
leaving out other counties within the country hence future researches can be done
to include other counties and profit or government Healthcare institutions for
inferences. The study also recommends that since there are very limited studies that
have been done on employee turnover in relationship with performance further
studies ought to be done on to help in making inferences to these study findings.
