Labour Turnover and Organizational Productivity in Selected Private Security Firms in Kampala, Uganda

ABSTRACT The purpose of this study is to investigate the relationship between labor turnover and organization productivity of Kampala private security firms. The private security industry of Uganda has faced organizational productivity issues since their inception (Kajubu, 2013). The study was guided by specific objectives which included; to establish the effect of employee resignation on organizational productivity in private security firms, to determine the effect of employee death on organizational productivity in private security firms and to assess the effect of employee Dismissals on organizational productivity in private security firms. The study adopted a descriptive case study research design where data is collected from one entity alone. The data was collected from respondents were chosen from the selected security companies in Kampala. The data was collected from 207 employees who were the employees of the security companies and data was collected using the research questionnaires. The study findings reveal that resignation affect organizational productivity. In this case, resignation accounts for 32.3 percent of the changes in organizational productivity, employee dismissal accounts for 1.9 percent of the changes in organizational productivity. The employee death affect organizational productivity in security firms of Kampala Uganda, the regression coefficient expresses that only 5.2 % of change in the dependent vañable (i.e organizational productivity) is caused by death. Dismissals of employees affected the organizational productivity. In this case, employee death and dismissal accounts for 5.5% percent of the changes in organizational productivity. The study concludes that employee resignation affected the productivity of the security firms in Kampala therefore conclude that retirement issues need to be addressed to enable the prcidijctivity of the organization, The retirement of employees did not affect the productivity of security firms in Kampala meaning productivity is not affected much the death of the employees. This implies that a more focus is needed to evaluate the productivity factors other than death, the researcher concludes that dismissal of employees did much affect the productivity of security firms implying that focuses on improving productivity requires critical focus on other factors other than of employees v and dismissal. The researcher recommend for the need to reduce the resignation by providing a viable environment to the employees in order to hold the talent necessary for improving the state of employee productivity for the organizations. The employees need to be trained by those about to retire in order to improve and leave a legacy for the new employees. Dismissals did not account for organizational productivity so there is need to provide mechanisms of improving the state of the employees to attain the development. There is need to comprehend and provide a strong and attractive force for the employees. There is need for critical focus on the employees who leave the organization by providing mechanisms that hinder dismissals.

TABLE OF CONTENTS

DECLARATION

APPROVAL B

DEDICATION ii

ACKNOWLEDGEMENT iv

ABSTRACT v

TABLE OF CONTENTS vU

CHAPTER ONE ii.

1.1 Introduction 11

1.2 Background to the Study 11

1.2.lHistorical perspective 11

1.2.2 Theoretical perspective 16

1.2.3 Conceptual Perspective 19

1.2.4 Contextual Perspective 23

1.3 Statement of the Problem 25

1.4 Purpose of the Study 26

1.5 Specific Objectives 26

1.6 Research Questions 26

1.7 Research Hypothesis 27

1.8 Scope of the Study 27

1.9 Significance of the Study 28

1.10 Operational Definition of Key Terms 28

CHAPTER TWO 30

LITERATURE REVIEW 30

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2.1 Introduction .30

2.2 Theoretical Review 30

2.3 Conceptual Framework 35

2.4 Related Literature 36

2.4.1 Effect of resignation on organizational productivity 36

2.4.2 Death of Employees on organizational productivity 38

2.4.3 Dismissals and organizational productivity 40

2.5 Relationship between Labor Turnover and Organizational Productivity 43

2.6 Related Studies 46

2.7 Research Gaps 49

CHAPTER THREE 52

METHODOLOGY 52

3.1 Introduction 52

3.2 Research Design 52

3.3 Study Population 52

3.4 Sample Size 53

3.5 Sampling Techniques 54

3.6 Sources of data 54

3.7Data Collection Instruments 54

3.8 Data Gathering Procedures 55

3.9 Reliability and Validity of Instruments 56

3.10 Data Analysis 57

3.11 Ethical Considerations 59

CHAPTER FOUR 61

DATA PRESENTATION, ANALYSIS AND INTERPRETATION 61

4.1 Introduction 61

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4.2 Demographic Information .61

4.3Effect of employee resignation on organizational productivity in private security firms

in Kampala 63

4.3.lEffect of employee resignation on organizational productivity in private security

firms in Kampala Uganda 64

4.3.2 Organizational Productivity of private security firms in Kampala Uganda 65

4.3.4 Regression. Effect of resignation on organizational productivity in private security

firms in Kampala Uganda 68

4.4 Effect of employee death on organizational productivity in private security firms of

Kampala Uganda 69

4.4.2 Effect of employee death on organizational productivity in private security firms of

Kampala Uganda 71

4.5 Effect of Employee Dismissals on organizational productivity in private security firms

Kampala Uganda 72

4.5.1 Employee Dismissals in private security”firms Kampala Uganda 73

4.5.2 Regression on effect of Employee Dismissals on organizational productivity in

private security firms Kampala Uganda 74

CHAPTER FIVE’ 78

DISCUSSION OF FINDINGS, CONCLUSIONS, AND RECOMMENDATIONS 78

5.1 Introduction 78

5.2 Discussion of Findings 78

5.3 Conclusions 81

5.4 Recommendations 82

5.5 Contribution to the existing knowledge 83

5.6 Areas of further research 84

REFERENCES 85

APPENDICES 91

Appendix I: Questionnaire on Face sheet of Respondents 91

Appendix II: Questionnaire on Labor Turnover 92

Appendix III: Questionnaire on Organizauonal Productivity 92