FACTORS AFFECTING STAFF TURNOVER AT KSMO-KATEERA AND KAGUMIRE ADVOCATES IN UGANDA
KYEYUNE, JULIET NANYONGA
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The study examined factors affecting staff turnover at KSMO-Kateera and Kagumire Advocates in Uganda using objectives namely to establish the effect of leadership factors on staff turnover in Uganda; to examine the effect of rewards management on staff turnover in Uganda and to determine the effect of job related factors on staff turnover in law firms in Uganda. Literature about factors and staff turnover was reviewed while the study adopted a case study design which was complemented using the qualitative and quantitative approaches. The study population was 120 out of which a sample of 96 respondents was drawn using purposive and simple random sampling techniques. Data was collected using questionnaires and interviews. The study obtained a 97% response rate and key findings revealed a significant positive relationship existed between leadership factors (.400**), reward management factors (.684**) and job related factors (.442**) with staff turnover. For leadership factors, it can be concluded that a significant relationship existed with staff turnover. The study concludes that good leaders who form working teams tend to direct well their organizations while stringent supervision measures enhance subordinate performance and drive staff away from organizations. In addition, providing job related commissions and setting attractive basic pay incentives would reduce on staff turnover and chances of quitting any firm. From the study, it can be concluded that job related factors inclusive of work load and working relations would prevent staff from quitting involuntary or voluntary. Secondly, having an effective work load policy for staff to benefit after imputing extra efforts would make them stay highly committed to perform their duties and responsibilities. Finally, a stable work environment for staff would strengthen committed on jobs. Recommendations include always refer to the HR manual, review of HR manual, there is need to review the reward structures within a shorter span of time including commissions paid to staff and perform a job evaluation exercise.