Influence of Remuneration Factors on Staff Turnover in Humanitarian Sector

Abstract

Purpose: The purpose of this study was to determine the influence of remuneration factors on staff turnover in humanitarian sector Methodology: The study adopted descriptive survey design. The population of this study was drawn from the employees of various NGOs registered with the 4 NGO coordinating bodies. Data was collected through questionnaires; it was prepared in readiness for analysis by editing, handling blank responses, coding, categorizing and keying into Statistical Package for Social Sciences (SPSS) computer software for analysis. SPSS was used to produce frequencies, descriptive and inferential statistics that were used to derive conclusions and generalizations regarding the population. Specifically, correlation and regression statistics were used. Results: The study findings revealed that remuneration was important in explaining staff turnover. This is supported by a p value 0.000 which means that remuneration is a statistically significant predictor of staff turnover. Policy recommendation: The study recommended that the human resource managers should establish competitive human resource practices that are meant to control staff turnover. For example it is recommended to the management of NGOs in Afghanistan to conduct a market survey in order to establish the optimal remuneration levels for NGO employee in order to control for the detriments that are associated with staff turnover.