Factors Influencing Intention to Quit Among Employees in Sportpesa Company Ltd in Kenya

Abstract

The goal of this study was to determine the factors that influence intention to quit among workers in a company in Kenya. Through a probability sampling technique, 80 employees from the company were identified to participate in the study by filling out a questionnaire. The workers’ demographic data, job experience and turnover intentions were obtained through the questionnaire. Descriptive statistics were then used to analyze the data. From the fifteen factors that were being investigated, only four came out as having a higher impact on turnover intentions, though none of them was singled out as having direct or positive influence on intention to quit. The four factors that elicited a strong response from the participants were leadership style, compensation, job satisfaction and perceived organizational support. On leadership style, 28% indicated intention to quit while 14% intended to quit due to compensation. Workers’ job satisfaction was set at a 13% of the workers intended to quit. Those intending to quit as a result of lack of perceived organizational support came in with 10%. For those with no intention to quit, leadership style contentment garnered 38%, while compensation came up with 30% of those with no intent of quitting from the two factors. Perceived organizational support had the highest percentage in those with no intention to quit at 45%. Job satisfaction came in second at 43% averse to quitting from dissatisfaction. Of the four factors with the highest components, none can conclusively be termed as a factor that influences workers intent to quit at the SportPesa Company Ltd.