Human Resource Practices and Employee Turnover at Sonas in Beni City, Democratic Republic of Congo

ABSTRACT This study aimed at establishing the relationship between human resource practices and employee turnover in Societe Nationale d’Assurance (SONAS) national insurance group located in Beni, North Kivu Region, Eastern part of Democratic Republic of Congo (DRC). The specific objectives were to establish the relationship between; I) type of employment contract and employee turnover; II) remuneration and employee turnover; and III) job security on employee turnover. A descriptive correlational and cross sectional survey design was employed to collect data from 114 insurance staff, selected purposively and randomly. A researcher made questionnaire was used to collect data, which was analysed using means, Pearson’s Linear Correlation coefficient and Multiple Linear Regression. The findings showed that human resource practices were generally satisfactory to the employees (overall mean= 2.89) and the level of employee turnover was generally high (overall rnean=2.68). The level of employee turnover was positively and significantly correlated with employment contracts (r = 0.345, sig. = 0.000), remuneration (r =.689; SigO.000) and job security (r 0.667 and sig = 0.000) respectively. Of all the three elements, remuneration (13=0.424, Sig=0. 000) had the strongest influence on employee turnover. The researcher concluded that good or satisfactory working terms and conditions can greatly enhance employee retention and reduce employee turnover. The researcher recommends that the management at SONAS should improve on the following terms and conditions if they want to maintain a reduced level of staff turnover and a high level of employee retention; improve the terms of service, give workers opportunities for promotion, increase on the monthly salary of workers and assure workers ofjob security.

TABLE OF CONTENTS

ACKNOWLEDGEMENT

APPROVAL

DEDICATION

DECLARATION

TABLE OF CONTENTS v

LIST OF TABLES viii

ABSTRACT ix

CHAPTER ONE 1

INTRODUCTION 1

1.0 Introduction 1

1.1 Background of the study 1

1.1.1 Historical Perspective 1

1.1.2 Theoretical Perspective 2

1.1.3 Conceptual Perspective 3

1.1.4 Contextual Perspective 4

1.2 Problem statement 4

1.3 Purpose 5

1.4 Objectives 5

1.5 Research questions 5

1.6 Hypothesis 5

1.7 Scope 6

1.7.1 Geographical scope 6

1.7.2 Content scope .6

1.7.3 Theoretical scope 6

1.8 Significance of the study 7

CHAPTER TWO 8

LITERATURE REVIEW 8

2.0 Introduction 8

2.1 Theoretical review 8

2.2 Conceptual Review io

2.3 Related studies 21

CHAPTER THREE 22

METHODOLOGY 22

3.0 Introduction 22

3.1 Design 22

3.2 Population 22

3.3 Sample size 23

3.4 Sampling strategies 23

3.5 Research Instruments 23

3.6 Validity and reliability of the instruments 24

3.7 Data Collection Procedure 24

3.8 Data analysis 24

3.9 Ethical Consideration 25

3.10 Limitations of the study 25

CHAPTER FOUR .27

PRESENTATION, ANALYSIS AND INTERPRETATION OF RESULTS 27

4.0 Introduction 27

4.1 Profile of respondents 27

CHAPTER FIVE 35

DISCUSSIONS, CONLUSIONS AND RECOMMENDATIONS 35

5.0 Introduction 35

5.1 Discussions 35

5.2 Conclusions 38

5.3 Recommendation 39

5.4 Areas for further research 40

REFERENCES 41

APPENDICES 44

APPENDIX I: TRANSMITTAL LETTER FROM COLLEGE OF HIGHER DEGREES AND

RESEARCH (CHDR) 44

APPENDIX II: TRANSMITTAL LETTER FOR THE RESPONDENTS 45

APPENDIX III: CLEARANCE FROM ETHICS COMMITTEE 46

APPENDIX IV: INFORMED CONSENT 47

APPENDIX V: PROFILE OF RESPONDENTS 48

APPENDIX VI: QUESTIONNAIRE FOR HUMAN RESOURCE PRACTICES 49

APPENDIX VI: QUESTIONNAIRE TO DETERMINE EXTENT OF TURNOVER 51

APPENDIX VII: WORK SCHEDULE 52

APPENDIX VIII: BUDGET ESTIMATED 53