EMPLOYEE TURNOVER ON PRODUCTIVITY OF GOVERNMENT HOSPITALS IN SOUTH EAST, NIGERIA

Abstract

The study focuses on human resources outsourcing on performance of government hospitals in South East, Nigeria. The objective which guided the study was to ascertain the effect of employee turnover on productivity of government hospital in South East, Nigeria. The descriptive survey design research methodology was adopted by the researcher. A five point Likert scale-type questionnaire was constructed, and administered among the permanent and contract staff of selected government hospitals in South East, Nigeria. The population of the study is 27602. A sample size of 388 was obtained using Stat Trek’s sample planning wizard tools. The study used a proportionate stratified sampling method in order to have a proper representation of the designated hospitals, using Bowley’s population allocation formula. The regression analysis shows that there is a significant negative relationship between employees turnover and the productivity of government hospitals in south East, Nigeria (B= - 0.67, P˂0.01, 2 tailed). This indicated that employee turnover increases poor productivity in government hospitals. Based on the research conducted, the researcher concluded that employee turnover has a significant impact on the productivity of government hospitals in South East, Nigeria. The study found out that high turnover rate negatively affect morale, service, quality, customers’ relationship, and financial sustainability of hospitals. However, the study also identified factors that trigger off outsourcing in hospitals such as: access to niche technology, flexibility, delegated authority, and risk management. The following recommendations were made: Motivation as one of the management tools should be implemented to reduce employee turnover. Hospital in South East, Nigeria should prioritize mostly on the measures that reduces employee turnover due to its negative impact on performance. Periphery activities should be outsourced to off campus staff to enable the organizations have a holistic focus on her core capabilities. Hospitals should embrace the latest technology and niche services to ensure that they remain relevant, competitive, and provide quality healthcare services to their customers/patients. Hospitals in this case should see theory z as a welcome development which has precedence on employees’ welfare, thereby giving the employee the latitude to develop themselves discourages employees turnover. There should be an active step to mitigate risk associated with outsourcing including leaking of confidential information and dual loyalty of outsourced staff. The employees’ of an organization should see outsourcing as a catalyst for employees’ development, and not a threat for their job.