INFLUENCE OF NON-FINANCIAL REWARDS ON TEACHING STAFF TURNOVER IN PRIVATE PRIMARY SCHOOLS IN EMBAKASI SUB COUNTY
No Thumbnail Available
Date
2021
Journal Title
Journal ISSN
Volume Title
Publisher
Journal of Human Resource Management
Abstract
Teacher turnover over the last few decades has been a global challenge that continues to inspire much debate. The teaching profession globally suffers from increasingly high rates of turnover with annual rates standing at 45 percent. The rising levels of teaching staff turnover poses a challenge to the effectiveness of learning programs in many private primary schools. In the United States, for instance, research estimates that between 40 and 50 percent of new teachers wish to leave the profession within the first five years of entry into the teaching field. In Kenya, research infers that satisfaction of intrinsic needs helps with building trust, loyalty, and morale in teaching staff in private schools. The study purposed to assess the influence of non-financial rewards to teaching staff turnover in private primary schools in Embakasi sub-county. The specific objectives of this study were; to assess the influence of job security on teaching staff turnover in private primary schools in Embakasi sub-county, to establish the influence of working conditions on teaching staff turnover in private primary schools in Embakasi subcounty, to assess the influence of training on teaching staff turnover in private primary schools in Embakasi sub-county and to establish the influence of fringe benefits on teaching staff turnover in private primary schools in Embakasi Sub-county. The target population was 3609 teaching staff, the sample size was 360 participants identified via a stratified sampling technique after
adopting the Yamane formula to compute the sample size. The research used questionnaires for data collection and analyzed the qualitative and quantitative data using the Statistical Package for Social Sciences (SPSS version 23). The results were computed to establish frequencies, percentages, mean and standard deviation and were presented in form of tables and charts. Multiple linear regression model was applied to find out the relationship between the independent variables and the dependent variable. The study results revealed that there was positive linear effect of job security on staff turnover (β1=.315, p=0.001). It was further established that working conditions has a positive and significant effect on staff turnover (β2=.213, p=0.012). It was further established that training has a positive and significant effect on staff turnover (β3=.198, p=0.017). Finally, fringe benefits were found to have a positive and significant effect on staff turnover (β4=.240, p=0.003). The study results concluded that job security has a positive effect on teaching staff turnover in private primary schools in Embakasi sub-County. The study results also concluded that working conditions has a positive effect on teaching staff turnover in private primary schools in Embakasi sub-County. The study results further concluded that training has a positive effect on teaching staff turnover in private primary schools in Embakasi sub-County. The study results finally concluded that fringe benefits have a positive effect on teaching staff turnover in private primary schools in Embakasi sub-County. Provision of health insurance to teachers to cater for their medication goes a long way to reduce teacher turnover in schools. The study recommends that the teacher service commission should employ teachers on permanent contracts this will ensure increased teacher retention as opposed to short-term and fixed contracts. The teacher service commission should ensure flexible working arrangements encourage high retention of teachers in private primary schools. Provision
of health insurance to teachers to cater for their medication goes a long way to reduce teacher turnover in schools.