Causes and effects of employee turnover in the commission on human rights and administrative justice in the upper east region of Ghana.

Abstract

Employee turnover has been one high-handed problem that the Commission on Human Rights and Administrative Justice has been grappling with. This problem affected all calibre of staff, thereby giving rise to staff shortages, resulting in the overburdening of the remaining staff and poor work delivery. The study set out to examine the causes of employee turnover, its effects on the operational mandates of the CHRAJ and to explore opportunities for attaining staff retention in the CHRAJ. The study designs that were adopted were explorative and descriptive. Respondents were selected through simple random sampling and purposive sampling techniques. Questionnaire and an interview schedule were the main data collection instruments used for the study. Data were gathered from both primary and secondary sources while the analyses were done using descriptive statistical tools. The study found that, the commonest reasons that triggered employees to leave the CHRAJ were work related factors such as poor conditions of services; employee personal characteristics such as job dissatisfaction and external factors such as better remuneration and conditions of work elsewhere. Recommendations were made to management of the CHRAJ to stimulate and sustain favourable working conditions in the CHRAJ to stem the tide of employee turnover and also for the institution of employees’ career progress and development schemes in the CHRAJ to encourage workers to update and develop their skills while on the job.