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Abstract

In the modern world, one of the challenges managers have in maintaining their talented staff is labour mobility. Inter-organisational labour mobility (ILM) has been found to be significantly influenced by co-worker relationships, work-family conflict, monetary compensation, and training and development. The pull-push paradigm was inspired by human migration. Since migration not only symbolises movement across physical locations but also encompasses other routine duties, theory is essential to comprehending ILM. However, to date, no existing study has tested the model under the influence of Herzberg’s Two-factor Theory, in explaining ILM uses the public sector as a major setting of the question at issue because of the nature of the employer-employee relationship. A sample of 333 surveyed employees in Tanzanian government agencies reveals that the co-workers’ relationship is significantly and negatively related to ILM. At the same time, work-family conflict, compensation and training and development are significantly and positively related to ILM. It follows that push factors seemed to be more significant than pull factors in explaining ILM, as such extending the existing Herzberg Two-Factor Theory by incorporating the push-pull dimensions. The study reveals the importance of improving all aspects of internal employees’ working environment to increase employees’ motivation, thereby increasing their retention. The study's limitations established a standard for future research, such as taking into account different moderators and mediators to add fresh perspectives to current theories of labour mobility.

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