Applying Sümer’s model of military turnover on junior officers for a private security firm in Windhoek, Namibia
Keywords:
Defense forces, employee satisfaction, human resource management, human resources, HR, military, nepotism, promotion, security company, tribalism, turnover, work-life blend, work-life harmony, work-life integration, NamibiaAbstract
The concern of staff turnover affects all organisations whether public or private, and security firms are no exception. This study set out to investigate the influences behind the exodus of junior officers from a private security firm. It further focused on determining the factors which influence the exodus of junior officers and their job expectations to determine whether decisions to leave the security firm were personal. This study employed a qualitative research approach. The sample consisted of 15 junior officers selected by means of purposive sampling. A further six ex-officers who participated in the study were selected through a convenient sampling method. The study unearthed critical factors that contribute to voluntary turnover in the private security firm which stems from unmet expectations, low remuneration, deployment away from their families, tribalism and nepotism relating to promotions, and deficiencies of aligning qualifications with remuneration. Recommendations were that the security firm introduces an exit interview protocol to gauge the discontent of the junior officers, as well as introducing transparent promotional policies in order to avert tribal lines and nepotism. This study used the terms ‘security firms’ and ‘military’ interchangeably.
To cite: Mwanza, C. (2018). Applying Sümer’s model of military turnover on junior officers for a private security firm in Windhoek, Namibia. Journal of Management & Administration (2018/1), 101–128. https://hdl.handle.net/10520/EJC-1107886c50
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