Compensation Strategies and Employee Retention in Public Health Sector in Nairobi City County, Kenya
| dc.contributor.author | Nyukuri, Carolyne Murenga | |
| dc.contributor.author | Muli, Jedidah | |
| dc.date.accessioned | 2025-10-06T13:06:53Z | |
| dc.date.available | 2025-10-06T13:06:53Z | |
| dc.date.issued | 2025-05 | |
| dc.description | Article | |
| dc.description.abstract | The main objective of this research was to ascertain the impacts of compensation strategies on staff retention in the public health sector in Nairobi city county, Kenya. The research utilized a descriptive research design. The research chose a subset from the total population of 4,227 individuals working in the healthcare industry in Nairobi City County. The research revealed that base pay strategy, incentive pay strategy, work environment strategy and recognition strategy on staff retention in the public health sector in Nairobi City County. The research resolved that a base salary provides employees with a reliable and predictable income, which can reduce financial stress and improve overall job satisfaction. An effective incentive compensation strategy reduces turnover by fostering loyalty and commitment among employees. A well-structured work environment fosters a culture of respect, collaboration, and support, leading to higher job satisfaction among employees. A culture of recognition fosters a positive work environment where employees feel valued and appreciated, which can enhance overall job satisfaction. The study recommended that the County should regularly conduct salary surveys to compare public health sector salaries with those in the private sector and other regions to ensure in identifying gaps and ensuring competitive compensation. The County should conduct market research to ensure that salaries are competitive with both public and private sector healthcare jobs in Nairobi and the broader region. The County should create a workplace that values diversity and inclusivity, ensuring that all staff feel respected and valued regardless of their background. The County should create platforms where employees can recognize and appreciate their colleagues’ efforts, fostering a culture of mutual respect and support. | |
| dc.identifier.citation | Nyukuri, C. M., & Muli, J. (2025). Compensation strategies and employee retention in public health sector in Nairobi City County, Kenya. The Strategic Journal of Business & Change Management, 12 (2), 1534 – 1553 | |
| dc.identifier.other | http://dx.doi.org/10.61426/sjbcm.v12i2.3288 | |
| dc.identifier.uri | https://ir-library.ku.ac.ke/handle/123456789/31584 | |
| dc.language.iso | en | |
| dc.publisher | The Strategic Journal of Business & Change Management | |
| dc.title | Compensation Strategies and Employee Retention in Public Health Sector in Nairobi City County, Kenya | |
| dc.type | Article |