Evaluating the effect of job rotation on employee retention and satisfaction: a case study of Zambia Telecommunications Company limited (zamtel) finance department.

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Hampongo, Moscane
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The Universit of Zambia
Management strategist in most organizations are faced with challenges of attracting and retaining top-notch employees within their organizations. Apart from attractive monetary compensation, leaves, job rotation as a method of employee retention has least been researched on. Therefore, the use of an effective strategy for the proper management of job rotation program has great importance and aids in minimizing the negative impacts of circulation. For this reason, this study sought to evaluate the effectiveness of Job rotation on job satisfaction and job retention at ZAMTEL Zambia Limited. In pursing this objective, the study utilized a case study approach in seeking to describe the Job rotation process in place within ZAMTEL’S finance department and ascertaining the effect of Job rotation on employee satisfaction. Further, Exploratory and descriptive designs, which aimed to look into the effectiveness of job rotation on the performance of employees, were employed in the study. As a result, an inductive approach was adopted towards the analysis of the research findings. The study made use of primary and secondary data to facilitate the collecting of both qualitative and quantitative information on the subject. The study found that the hypothesis that states that the use of Job rotation results in an increase in employee satisfaction was not statistically significant. Notwithstanding this, ZAMTEL employees have positive attitude towards the practice of Job rotation. The study found that about 72.5 % of the respondents support the practice of Job rotation while only 6.0 % registered strong negative attitude towards Job rotation. The attitude of employees towards Job rotation was not influenced by the employee’s age, marital status, sex and economic status. However, the case of Zamtel has shown that the relationship of the key variables is not statistically significant. that, it was observed that other key variables such as incentives, promotions, longer employment contracts, independence from government in its operations needed to be explored further to understand the key contributors to job satisfaction and retention at the company. The study recommended that ZAMTEL should regularly utilise the practice of job rotation to increase the level of Job satisfaction. The study further recommended that there was need to incentivize employees at ZAMTEL as they are not deriving satisfaction from job rotation. It was also recommended that the government should continue to capitalize the company so that it is made more attractive to the employees to encourage retention in the Finance Department.
Thesis of Master of Business Administration in Management Strategy