Determinants of Employee Retention in the Telecom Sector in Uganda

Alex Mugarura, Will Kaberuka


Despite increasing improvements in performance enhancements to employees, companies have continued to experience high costs in recruiting new employees. This has raised a lot of concern among employers, and organizations. No business can enjoy and sustain success until it has dealt with high employee turnover. Therefore, this study set out to examine the determinants of employee turnover in the Uganda Telecom industry. The study employed a self-administered questionnaire to collect data from a sample of 89 employees from the Uganda Telecom service providers in Kampala District. Using Pearson correlation coefficient, it was established that salary paid, career development, supervision support, work environment, reward/recognition, and job satisfaction had a positive significant relationship with employee retention. Applying the logistic regression analysis, salary paid, career development, supervision support, work environment, and employee job satisfaction were found to be significant determinants of employee retention in Uganda Telecom industry. From the above results, the study recommends that there should be a clear and automatic salary scale in an organization indicating how employee’s salary progresses overtime.  An organization should have adequate working materials, provide workers with benefits like transport stipend, extra-time pay, and other facilitations as the fundamental measure to establish a good work-environment to enable workers perform effectively. And finally, workers should be given space to work under minimum supervision as this will increase their trust and commitment to the organization.

Full Text:



  • There are currently no refbacks.

[ISSN 1821-7567 (Print)  & eISSN 2591-6947 (Online)]