Abstract:
This study's purpose was to address recommendations suggested by the Disengagement Summit (New Zealand Police, 1998). Its aim was to address: 1) what caused non-sworn staff to exit the organisation; 2) can early detection prevent turnover; 3) what, if any, remedial processes can be put in place to reduce turnover? A questionnaire was sent to 726 non-sworn staff members who left Police between 1992 and 1997. 118 responses were where then used for this research. Descriptive results yielded information on the types of people who leave the Police. Non-sworn leavers are typically: females aged 30-40, married with a European background, work in the city and stay at Police approximately 1-3 years before resigning. Inferential results showed that over half of non-sworn turnover is Voluntary - Avoidable and/or Voluntary. Females were more likely to leave for Voluntary - Unavoidable reasons. There was mild support for differences in turnover taxonomy based on age and gender. Results did not support the hypothesis that staff would leave due to unmet expectations. There was also no support for the idea that Unavoidable - Voluntary leavers would take less time in the decision- making process. Leavers had no regrets about leaving and would not come back, however, felt they did not reach their full potential. There was also a discrepancy between variables that influenced staff to leave Police and variables that keep people satisfied in their current job. Finally, there was a difference between reasons why sworn staff and non-sworn staff leave Police. Therefore, each of these groups have their own specific reasons for leaving and in turn need their own prevention methods.
