Abstract:
Background: Despite the strides made in the healthcare sector in Kenya, the country is still
bedevilled by nurses’ shortage arising from high turnover rates particularly in public hospitals.
The purpose of this study is to investigate the factors contributing to occupational turnover
among nurses in Kenya. Methods: Descriptive research design, was used to collect data from
274 nurses using a questionnaire-based survey on the basis of systematic random sampling
technique. Results: The overall correlation results showed that those who were dissatisfied
with working conditions were more likely to have intent to leave (r= .391, p<0.001). Further,
findings revealed that those who felt dissatisfied with the training and development policies
were more likely to have intention to leave (r= .398, p<0.001). It was also established that
those who felt dissatisfied with pay and benefits were more likely to have intention to leave
(r= .513, p<0.001). Finally, the study established that those who felt dissatisfied with the way
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INTERNATIONAL JOURNAL OF ACADEMIC RESEARCH IN BUSINESS AND SOCIAL SCIENCES
Vol. 11, No. 2, 2021, E-ISSN: 2222-6990 © 2021
management support to staff, were more likely to have intention to leave MTRH (r= .493,
p<0.001). Practical Implications: The need to reduce turnover rates among nurses remains
paramount. Unless sufficient numbers of nurses are recruited and retained within the nursing
profession, provision of quality health care services and patient care will be hampered. Thus,
hospital management should devise effective strategies to curb the rising turnover rates
among healthcare workers. Conclusion: Turnover among healthcare professionals has been
attributed to discontent with work related factors. Hospital management could create and
maintain a healthy environment with resources that nurses need to use during the provision
of care, address the effects of the staff turnover.
