Organizational Culture and Employee Turnover at Dahabshiil Bank in Mogadishu, Somalia

Mohamed Dahir Ali

doi:10.55544/ijrah.5.1.5

Authors

Mohamed Dahir Ali Senior Lecturer, Faculty of Economic and Management Science, Department of Human resource Management, Hope University, Mogadishu, SOMALIA.

DOI:

https://doi.org/10.55544/ijrah.5.1.5

Keywords:

Organizational Culture, Employee Turnover, Dahabshiil Bank

Abstract

The main objective of this study was to establish organizational culture and employee turnover at Dahabshiil Bank in Mogadishu, Somalia. This study conduct at Dahabshiil Bank in Mogadishu, Somalia. This study started February 2021 and finished August 2024. Methods: The study aimed to analyze the organizational culture and employee turnover of Dahabshiil Bank in Mogadishu, Somalia. A total of 200 employees were included, with a sample size of 133. A quantitative research design was chosen for efficiency and cost-effectiveness. Data was collected through a structured questionnaire tool, and quality control measures included validity and reliability. The study involved random and purposive sampling, and all responses were checked for accuracy. The data analysis involved quantitative data analysis and descriptive evaluation. Result: The survey data on organizational values revealed a diverse range of perceptions among respondents. A significant portion expressed dissatisfaction with the clarity of communication about organizational values, while nearly half agreed that they receive clear communication. Employees' self-assessment of their role in promoting a respect-oriented culture revealed diverse perspectives. The influence of organizational values on employees' decisions to stay at work revealed a wide range of perspectives. Recognition by the bank for observing organizational core values revealed a diverse range of experiences and sentiments. The performance appraisal system showed mixed opinions, with 28.1% strongly disagreeing and 17.3% disagreeing. The study shows a negative perception of employee participation in innovation, with a majority disagreeing (85.7%). The impact of Dahabshiil Bank's innovation orientation on employees' commitment to the bank was varying, with 58.6% disagreeing and 30.0% positive, suggesting that the bank's innovation focus influences their decision to stay. Recommendation: The bank should enhance its organizational values through strategies like improved communication, leadership involvement, employee engagement, and feedback mechanisms. To foster a diverse workforce, the bank should reassess its core values. Effective communication is crucial, and leaders should promote the organization's values. To retain employees, tailored retention strategies should consider career progression, compensation, and work-life balance. The recruitment process should be streamlined, and career progression pathways should be established. Lastly, fostering innovation requires increased resources, support, and recognition for employees who contribute to it.

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