Measured relationships between the background variables (age, gender, marital status
and highest academic qualification) and turnover intentions, personal self-esteem and
employee burnout?
Turnover Intentions
When comparing the relationship between age and Turnover intention; a one way between
subjects ANOVA was conducted to compare the effect age has on turnover intention. There was
a significant effect at the p<.05 level for the four conditions/status [F (4, 157) = 2.362, p= .056.
These results suggest that age has a positive impact on turnover intention. Counsellors who are
aged 30-39 are likely to have higher turnover intention scores compared to other age groups.
This is in line with a number of studies that reported a relationship between age and turnover
intentions (Ducharme et al. 2008; Knudsen et al. 2003; Knudsen et al. 2006; Knudsen et al.
2008). Martin and Roodt (2008) reported significant relation of turnover with age of the
respondent. Young people tend to report higher levels of turnover than older people; this is
consistent to findings by Medina (2012) where it was found that the age group of 18-27 had the
highest turnover intention. This thesis confirms this notion by Nyamubarwa (2013) that the
younger the respondent, the more likely they were to leave the organisation. On the other hand,
some studies do not report any significant relationship between age and turnover (Abraham,
1999a; Layne et al. 2004).
As earlier reported, female respondents were 63.6 percent, male respondents were 35.8 percent
and one respondent indicated saying they were transsexual. An independent-samples t-test was
conducted to compare turnover scores between male and female counsellors. There was a
significant difference in the scores for males (M=41.31, SD= 10.80) and scores for females
(M=44.01, SD= 13.35) conditions; t (159) = 1.320, p=.189. These results suggest that gender
does have an influence on turnover intention scores. Specifically, women have higher turnover
intention than men; however the difference is not statistically significant.
Reported studies showing relationship of gender and turnover intentions indicate significant
correlation. Women tend to have higher levels of turnover intentions (Martin & Roodt, 2008;
Knudsen et al. 2008). White and Garner (2011) reported that being female and having graduate
education is associated with higher rates of turnover. On the other hand, Martin (2007) reported
no significant relationship differences between male and female responses. This thesis confirms
this relationship.
67.95 percent of the participants indicated they are married, followed by those single and never
married at 21 percent. 6.8 percent indicated they are divorced and 4.3 percent indicated they are
divorced. A one way between subjects ANOVA was conducted to compare the effect marital
status has on turnover intention. There was a significant effect at the p<.05 level for the four
conditions/status [F (3, 158) = 3.82, p= .011.Accordingly, it can be suggested that marital status
has a positive impact on turnover intention.
The study results indicated that counsellors who are single never married and those who are
widowed are likely to have higher turnover intention scores. This thesis results are inconsistent
with Martin and Roodt (2008) who reported no significant relation of turnover with marital status
of the respondents. However, they are consistent with Mohammed, FitzGerald and Clark, (2012)
and Kaur et al. (2013), who concluded the existence of significant associations between turnover
intentions and marital status.
When comparing the relationship between academic qualification and turnover intention, a one
way between subjects ANOVA was conducted to compare the effect academic qualification has
on turnover intention. There was a significant effect at the p<.05 level for the four
conditions/status. A comparison of the results indicated that the mean scores for counsellors with
diplomas, bachelor’s degrees and master’s degrees were significantly different compared to
counsellors who have PhD. These results suggest that academic qualification has a positive
impact on turnover intention. Counsellors who hold PhD’s are likely to have the least turnover
intention scores whereas counsellors with diplomas are likely to have the highest turnover
intentions scores followed by master’s and bachelor’s degree holders.
The relationship between turnover intention and academic qualifications is widely reported. This
study confirms reported studies that indeed turnover intention differs based on various education
levels. Contrary to this thesis, Carbery et al. (2003) and Karatepe et al. (2006) concluded that
those with low education level have a lower turnover intention. Furthermore, the turnover
intention of those with high education level was higher in the study. This may have likely
resulted from that the fact that people with high education levels may have more expectations
compared to those with low education level. Other researchers who have studied this subject
have reached similar conclusions.
Erstwhile studies have looked at education level, turnover and other variables. Chen et al. (2010)
reported that people with high education level have higher expectations in terms of financial
rights, benefits and audit compared to those with low education level. Iqbal (2010) stated that
those with high education level have higher expectations towards their current employers, which
means that the fulfilment of their needs is much more difficult. Lambert (2006) and Hrebiniak
and Alutto (1992) supported that more educated people desire to obtain more job opportunities
compared to uneducated people and have a wider view/understanding that creates new
challenges. This leads to in increasing expectations, and a person in such a situation might regard
the organisation as a prison. They further found that level of education leads to high individual
expectations, dissatisfaction and more intentions to leave. In addition, Nyamubarwa (2013)
found that seniority and academic qualifications were push factors in turnover intentions.
Moreover Samuel and Chipunza (2009) argued that turnover is high in lower level jobs.
The relationship between duration of employment and turnover intention was computed via a
Pearson product moment correlation. There was a weak negative correlation and a statistically
significant relationship between the two variables. These results suggest that duration of
employment has an impact on turnover intention; the more years the counsellor works the less
the turnover intentions scores. This is consistent with reported research, Martin (2007) reported
significant relationship between tenure and turnover intention. On the contrary, Somers (1996)
suggested that workers with shorter organisational tenure have high turnover intention.
A one way between subjects ANOVA was conducted to compare the effect employment status
has on turnover intention. There was a significant effect at the p<.05 level for the four
conditions. A comparison of the results indicated that the mean scores for counsellors who are
working on fixed term contracts, permanent or open ended contracts and counsellors working
part time or on locum basis were significantly different compared to counsellors who are self
employed. These results suggest that employment status has a positive impact on turnover
intention. Counsellors who are self employed are likely to have the least turnover intention
scores whereas counsellors who are working on fixed term contracts are likely to have the
highest turnover intentions scores followed by those working on permanent or
open contracts and those working part time.
Reported results show conflicting perspectives regarding the relationship between
tenure and turnover intentions. This thesis results are consistent with Martin and
Roodt (2008) who reported a significant correlation between tenure and turnover
intentions and contrary to Ớzbaḡ et al. (2014) who stated that tenure is not
significantly related to turnover intentions.
