Employee Welfare and Health Workers’ Turnover in Bungoma County, Kenya

Simple item page
dc.contributor.authorSimiyu, Martin Nyongesa
dc.contributor.authorNg’eno, Weldon K.
dc.date.accessioned2023-11-28T09:18:54Z
dc.date.available2023-11-28T09:18:54Z
dc.date.issued2023-11
dc.descriptionArticleen_US
dc.description.abstractThe 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.en_US
dc.identifier.citationSIMIYU, 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.en_US
dc.identifier.urihttps://mail.reviewedjournals.com/index.php/RJSSH/article/view/154
dc.identifier.urihttps://ir-library.ku.ac.ke/handle/123456789/27208
dc.language.isoenen_US
dc.publisherRJIen_US
dc.subjectEmployee Turnoveren_US
dc.subjectCompensationen_US
dc.subjectBungoma Countyen_US
dc.titleEmployee Welfare and Health Workers’ Turnover in Bungoma County, Kenyaen_US
dc.typeArticleen_US
Files
Original bundle
Now showing 1 - 1 of 1
Thumbnail Image
Name:
Employee Welfare and Health Workers’ Turnover....pdf
Size:
365.29 KB
Format:
Adobe Portable Document Format
Description:
Full text Article
Download
License bundle
Now showing 1 - 1 of 1
No Thumbnail Available
Name:
license.txt
Size:
1.71 KB
Format:
Item-specific license agreed upon to submission
Description:
Download
Collections
RP-Department of Public Policy and Administration