Comparing Turnover Drivers: Differences and Similarities in Two Economic Sectors

In this study employee turnover drivers in two organizations from different economic sectors are compared. A mixed method design, comprising of a questionnaire survey, semi-structured interviews and focus groups discussions, was used to collect data from two stratified sample of participants and key informants in a public and a private sector organization. Organizational documents were mined for secondary data on turnover rates. The results of the study show a high overall employee turnover rate in the public sector organization and an acceptable rate of turnover in the private sector organization. The difference in turnover rates is mainly attributed to the high turnover rate for younger employees in the public sector organization. The turnover rate for females in this organization is also exceptionally high. Job dissatisfaction in both organizations is attributed to poor compensation, better job offers elsewhere and a lack of promotional opportunities. Turnover in the public sector organization is also ascribed to poor working conditions, and to problems with supervision and interpersonal relationships. The costs and impact of job dissatisfaction on the productivity, efficiency and service delivery is more severe in the public sector organization. A number of human resource practices are recommended to manage employee retention.