Relationship between Job Related Factors and Labour Turnover among Kenyan Technical Training Institutions. (A Case of Mount Kenya Region)

Susan N. Nkanata, Nancy G. Rintari


The aim of the aim of this research was to investigate the relationship between Job factors related to career progression, job security, remuneration, work life balance and Labour turnover among Government Technical Training Institutions in Mount Kenya Region. The study employed descriptive and inferential statistics as the research designs. Target population was 40 Human Resource officers, 40 Education Officers, and 315 Heads of Sections. A questionnaire was to collect data from Human resource departments and Heads of Sections while an interview guide collected data from education officers in the study. Data was analyzed qualitatively and quantitatively using SPSS version 21.0. The research revealed that career development had a positive effect on the employee loyalty and from employer’s which improved morale, boosted productivity and helped the organization become more efficient. The study also showed that job security was a major job related factor that contributed to the intention of leaving employment among most technical staff. Re-Pay level was potentially important direct impact on voluntary turnover. Employees leaving their current employment indicated that availability of higher paying jobs elsewhere motivated them to leave. Work-life balance programs were critical management tools for the organizing institutional community in maintaining an excellent, engaged workforce, and reduced labor turnover rate in Government Technical Training Institutions.The study recommends that in order to encourage employee retention, the management of Government Technical Training Institutions should develop an overall strategic compensation package, hire the right people and continue to develop their careers, address employees at their work place, particularly identify employees who are dissatisfied to solve their problems.


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