Revisão do Jornal Árabe de Negócios e Gestão

A Study on Employees' Attrition in Public and Private Institutions in The Gambia, 2007-2017

Abstract

Lamin Kanteh and Alieu Gibba

The main objective for conducting this study was to investigate the factors that influence employees' attrition in public and private sector institutions in The Gambia from year 2007 to 2017. The institutions targeted were mainly located in the Kanifing Local Government Area (LGA) which consists of only urban settlements. The survey population was 120 employees from 7 institutions. The sample size was 87 employees of whom 83 were involved which means 95.4% of the targeted employees. In this study, the researchers uses the descriptive survey design, random and convenience sampling techniques. The data was collected using structured questionnaires. The data was analyzed using descriptive statistics, simple cross-tabulations, tables and figures, and percentages.
The study has revealed eight main reasons for attrition in the public and private institutions in The Gambia from 2007 to 2017. Among these, the most important are the lack of career growth and advancement and inadequate remuneration packages. These were identified as major factors influencing employees’ attrition in private and public institutions in The Gambia. It has looked at the main factors that trigger employees' attrition in selected public and private sectors institutions in The Gambia in a ten year period. The problems are more evident in the public institutions than the private. The study shows the level of dissatisfaction among employees in these institutions. The management should improve remuneration and compensation packages, and employees' welfare schemes.
There is a need to improve working conditions geared to attracting new employees and retaining them. This requires reinforcing staff benefits, incentives and welfare schemes, good working environment and working tools. It can raise the motivational level and commitment of the staff to their work, which in essence can boost productivity. Training policies should be reviewed, and career development opportunities and training should be fairly allocated to staff. Providing further training for career development is essential for both organizational and personal growth of the employees. This can encourage the young and enthusiastic employees to remain with the organization.