Employee Welfare and Health Workers’ Turnover in Bungoma County, Kenya
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Date
2023-11
Authors
Simiyu, Martin Nyongesa
Ng’eno, Weldon K.
Journal Title
Journal ISSN
Volume Title
Publisher
RJI
Abstract
The turnover rate of employees is the greatest puzzling concern of contemporary establishments’ situation.
More often employee turnover causes deterioration of quality of service rendered by a given organization over
time. The study sought to find out how the compensation to the employees influences the turnover among the
health workers in Bungoma County. The study was anchored on Maslow’s hierarchy of needs, expectancy and
equity theories. The research adopted a descriptive survey research design and employed cluster and simple
random sampling techniques to obtain the requisite sample from 594 healthcare workers. The sample comprised
of head of health facilities in the county, medical superintendents, medical doctors, sub county directors of
health, 22 hospital administrators and further from the county and sub county referral hospitals, clinicians,
nurses, support staff and the heads of departments in the human resource County Government of Bungoma.
Primary data was collected using a questionnaire while secondary data was obtained from previous studies,
libraries, journals and journal articles as well as the worldwide web. The questionnaire was piloted in
Kakamega County to test for validity and reliability. Data analysis was done with the help of SPSS, with mean
and the standard deviation being the main descriptive statistics used. Qualitative data was analysed using
thematic analysis. The analysed data was presented using bar graphs, pie charts, percentages and frequency
tables. The study established that Bungoma County was facing a moderately high turnover of highly experienced
and dynamic health workers which negatively affected service delivery. The study found that the county lacked
proper health workers’ retentions systems which were a recipe for employees exiting and some has intentions
to exit. The study also established that it took long for the replacement of employees who had exited, thus
affecting service delivery. The study established that the delay in salary payment, lack of proper structures for
carrier progression, some qualified employees being put on short casual contracts of three months or longer
and inadequate working facilities contributed significantly to staff turnover. The study recommended the
upgrading of working conditions such as annual increase and timely payment of salaries, promotion of staff
after a specified working period of time and provision of necessary working tools and equipment.
Description
Article
Keywords
Employee Turnover, Compensation, Bungoma County
Citation
SIMIYU, M. N., & NG’ENO, W. K. (2023). EMPLOYEE WELFARE AND HEALTH WORKERS’TURNOVER IN BUNGOMA COUNTY, KENYA. Reviewed Journal of Social Science & Humanities, 4(1), 695-703.