Factors that influence job turnover of social workers in the Directorate of Developmental Social Welfare Services (DDSWS) in Namibia

Abstract

Abstract provided by author:

A qualitative approach was adopted in this study and interviews were used to gather data about the factors that influence job turnover of social workers in the directorate of developmental social welfare services (DDSWS) in Namibia. A structured interview schedule and a dictaphone was used to collect data from 10 respondents who previously worked for DDSWS for the last five years, who were either male or female and based in the Khomas region. Suitable respondents for the study were selected by means of a purposive sampling method

An applied research was utilized as a means to determine and identify factors that influence job turnover of social workers because it focused on solving problems that are experienced in practice. The phenomenological research strategy was used because it understands and interprets the meaning that subjects give to their everyday lives. The researcher intended to identify and understand the factors that influence job turnover of social workers in the DDSWS from the respondents' perspective

An overview of the structure and functions of DDSWS were discussed in Chapter 2 presenting the type of services the organization offers. A literature review on factors that influence job turnover was presented, which focused on the description of job turnover; the advantages and the disadvantages of job turnover; the type of job turnover; reasons for measuring job turnover; and job turnover costs. The factors that influence job turnover were divided into three sub-sections namely the personal, internal and external factors

The empirical findings indicated that all the respondents were influenced by a variety of factors to leave DDSWS. They identified the factors that influenced their decisions to leave as being low salaries, bad working conditions, lack of supervision, managerial support, promotional opportunities, training opportunities, job, selection and recruitment procedures, motivation, satisfaction, dissatisfaction, economic conditions, worthwhile and many others. The above factors that influence job turnover of social workers in the DDSWS in Namibia should be addressed to ensure that job turnover is maintained to a minimum

In addition, the study indicated that management has not realized the full implications of job turnover. In order to comprehend this, management should be aware of the factors that influence job turnover of social workers and devise a mechanism on how to keep job turnover to a minimum. Conclusions were formulated and recommendations made to management on how to reduce the rate of job turnover