| dc.description.abstract | This study was an attitude survey carried out on the existing employees within the
Micro Finance Institutions in Kenya. The objectives of the study were to find out the
likely factors influencing labour turn over in the Micro Finance Institutions in Kenya
and to determine the demographic characteristics of those employees likely to quit.
Primary data was solely used for this research and was collected using structured
questionnaires. The questionnaires had both open ended and closed questions that were
administe.red to the employees within the Micro Finance Institutions. The drop and
pick method was used to administer the questionnaire. The data was analysed by using
frequency tables, percentages and descriptive statistics such as mean and standard
deviation.
The findings indicate that of the factors influencing labour turn over in the Micro
Finance sector, low pay was cited as the most influential factor followed by pursuant
of further education, lack of career development, lack of job security, favourism,
nepotism and discrimination in the work place as well as non participative
management. The findings further indicate that young employees were more likely to
quit than old employees; female employees were more likely to quit than male
employees. Further, the findings show that graduate employees are likely to quit than
non- graduate and less experienced employees are more likely to quit than experienced
employees. Lastly, the findings indicate that married employees are less likely to quit
their jobs as compared to those not married.
(xi)
Due to time and resource constraints, it was not possible to cover all the Micro Finance
Institutions in Kenya. Thus it will be of great academic value if future research will be
directed towards surveying the entire Micro Finance sector in Kenya.
Also this study relied on current existing employees, some of these employees due to
fear of intimidation from their superiors, were not free in giving information to the
researcher. Thus, future research could target those employees who have already quit
their jobs as they are better placed in giving the factors that influenced them to quit. | en |
