Factors affecting teacher turnover: A case of the Kenya Polytechnic
The Human Resource Management (HRM) movement, which emerged during the1980s,can be defined as a strategic approach to acquiring, developing, managing, motivating and gaining commitment of an organization's key resource-the people who work in and for it. HRM may therefore be defined as a set of management initiatives, which have the specific aim of securing the competitive advantages of the organization by managing labour resource effectively and efficiently. This study sought to identify the factors that affect turnover of teachers injob groups J-P in Kenya Polytechnic. Out of the 305 teachers in these job groups, 116 were taken for research through simple random sampling. The research was conducted through the administration of a questionnaire. Eighty-two respondents out of the 116 returned the filled in questionnaires while the rest, though they had promised to do so, did not honour their promise. Data were analysed by use of Statistical Package for Social Sciences (SPSS). Results indicate that there were no differences between teacher turnover, age gender, teaching experience as well as academic achievements. Teachers expressed their satisfaction with job factors related to interpersonal relationships and autonomy in work. Other factors contributing to teacher turnover touched on government policy regarding pay, promotion and distributive justice. The study recommends that the technical institutions administrators should boost their support for teachers. Teachers Service Commission should adopt a clear cut promotion policy and the government should review salaries and other remunerations for teachers in order to motivate them.