| dc.description.abstract | The study was conducted to examine the relationship between motivation and turnover intentions among Employees of Posta Uganda and was carried out during June to September. The objectives of the study were to find out the levels of job motivation, levels of turn over intentions and the relationship between job motivation and turn over intentions. The study adopted a correlation research design with a sample of 80 employees. Simple random sampling technique was used to draw a sample of 65 employees who responded to the questionnaires. Data was collected from the respondents using self-administered standard questionnaires and through statistics package for social science SPSS, data was analyzed. Descriptive statistics showed that 53.8% of respondents were male and 44.6% were female, majority below the age of 25years (23.1%) and minority were aged 40-44years (6.2%) Results from Pearson product moment correlation coefficient (r) further indicated that there was a relationship between job motivation and turnover intentions (r =-.384, p =.002) findings show that (64.6%) of the respondents disagreed that they are likely to actively look for a new job next year, as well as (85.4%) plan to leave as soon as possible,( 81.8%) plan to stay in the job as long as possible, (69.1%) it is unlikely that I will actively look for a different place to work in next year, (67.3%) will be reluctant to leave my job, (78.2%) I am not thinking about quitting my job at the present time. Most respondents showed that delayed payment(58.4%) is the reason for high turnover intentions of employees in organizations. The study identified the need for organizations to motivate their employees as a way to decrease turnover. This study concluded that high motivation leads to low employee turnover. Organizations should make sure that there employees are motivated as a way to decrease employee turnover in their organizations. | en_US |
