TY  - JOUR
AB  - Purpose– At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach– Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings– Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value– Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.
VL  - 48
IS  - 4
SN  - 0019-7858
DO  - 10.1108/ICT-10-2015-0067
UR  - https://doi.org/10.1108/ICT-10-2015-0067
AU  - Dubey Rameshwar
AU  - Gunasekaran Angappa
AU  - Altay Nezih
AU  - Childe Stephen J
AU  - Papadopoulos Thanos
PY  - 2016
Y1  - 2016/01/01
TI  - Understanding employee turnover in humanitarian organizations
T2  - Industrial and Commercial Training
PB  - Emerald Group Publishing Limited
SP  - 208
EP  - 214
Y2  - 2024/09/19
ER  -