ABSTRACT
In order for organizations to compete favorably in the current global economy, they need
to invest heavily in employee retention practices. Former Western Province Counties in
Kenya have been experiencing acute employees shortage due to their inability to attract
and retain qualified personnel. This has resulted to poor county government performance
resulting to; delays in projects initiation and completion, missing revenue collection
targets, and poor service delivery to the citizens. Embracing employee retention practices
coupled with good county leadership can act as a solution to the county dismal
performance. The main objective of the study was therefore to investigate the effect of
employee retention practices and county leadership on organization performance in
county governments of Former Western Province, Kenya. The specific objectives of the
study were to determined the effect of; competitive compensation, competency training,
career growth and development, and work-life balance on organization performance in
county governments of Former Western Province. It also investigated the moderating
effect of county leadership on the relationship between employee retention practices and
organization performance in county governments of Former Western Province. The study
was anchored on five theories namely: resource based view theory; Equity theory of
motivation; Social cognitive learning theory; Social cognitive career theory; and Spill
over and work boarder theories. The study was premised on positivism paradigm
philosophy. Mixed research design involving cross-sectional survey and descriptive
correlational research designs were adopted in the study. 1, 826 employees were targeted
out of which 328 respondents were sampled. Stratified sampling and simple random
sampling techniques were employed to enable the researcher to select the respondents of
the study in Kakamega, Vihiga, Busia and Bungoma Counties. Pilot study was conducted
in Siaya County. The study collected primary data by use of questionnaires and interview
schedule. Validity and reliability of research instruments were assured. The resultant
Cronbach’s Alpha value was 0.923 thus above the 0.7 acceptable threshold in social
research. The data collected was analyzed using descriptive and inferential statistics.
Inferential statistic involved the use of Pearson Product Moment correlation coefficient
and regression models while descriptive statistic involved the use of percentage, mean
and standard deviation. Data was presented by use of frequency distribution tables and
figures. The study found out that employee retention practices of; work-life balance,
competency training, competitive compensation and career growth and development
contributes to 16.8%, 13.6%, 11.7% and 10.7% respectively of the variability on
organization performance. Employee retention practices also had a significant positive
effect on organization performance in county governments of Former Western Province.
The study noted that county leadership moderated the relationship between employee
retention practices and organization performance in county governments of Former
Western Province at a rate of 52.9%. It was therefore recommended that county
governments should formulate, develop and implement employee retention practices
entailing; work-life balance, competency training, competitive compensation and career
growth and development so as to realize improved organization performance.
Government and organization policy makers may utilize the study findings in developing
human resource policies on employee retention practices for better organization
performance while academia and other researchers may rely on the study rich empirical
literature to further research in the study area.
Oduor, O (2021). Employee Retention Practicesand Organization Performance In County Governments Of Westernkenya. Afribary. Retrieved from https://tracking.afribary.com/works/employee-retention-practicesand-organization-performance-in-county-governments-of-westernkenya
Oduor, Ooko "Employee Retention Practicesand Organization Performance In County Governments Of Westernkenya" Afribary. Afribary, 08 May. 2021, https://tracking.afribary.com/works/employee-retention-practicesand-organization-performance-in-county-governments-of-westernkenya. Accessed 24 Nov. 2024.
Oduor, Ooko . "Employee Retention Practicesand Organization Performance In County Governments Of Westernkenya". Afribary, Afribary, 08 May. 2021. Web. 24 Nov. 2024. < https://tracking.afribary.com/works/employee-retention-practicesand-organization-performance-in-county-governments-of-westernkenya >.
Oduor, Ooko . "Employee Retention Practicesand Organization Performance In County Governments Of Westernkenya" Afribary (2021). Accessed November 24, 2024. https://tracking.afribary.com/works/employee-retention-practicesand-organization-performance-in-county-governments-of-westernkenya