Effect of Reward Management Practices on Employee Turnover in Commercial Private Health Institutions in Nairobi County, Kenya

  • Patricia Nasumba Wekesa College of Human Resource Development, Jomo Kenyatta University of Agriculture and Technology, Kenya
  • Thomas Mose College of Human Resource Development, Jomo Kenyatta University of Agriculture and Technology, Kenya

Abstract

The study sought to establish the effect of reward management practices on employee turnover in commercial private health institutions in Nairobi County, Kenya. The study specifically focused on career development practices and remuneration practices. The study was hinged on Abraham Maslow theory and Equity Theory. A descriptive research design was adopted and the target population comprised of the 23 commercial private health institutions within Nairobi County. A total of 124 respondents were sampled. The study used quantitative data collected from respondents using a 5 point Likert scale questionnaire. Data was analyzed using Statistical Package for Social Sciences (SPSS) version 22 and the findings indicated that the relationship between reward management practices (career development practices and remuneration practices) and employee turnover is positive and statistically significant. The study recommended a need for commercial private health institutions to increase the extent of adoption of career development practices as well as remuneration practices as a strategy of reducing employee turnover.

Key Words: Reward Management Practices, Career Development Practices, Remuneration Practices, Employee Turnover 

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Published
2018-12-27
How to Cite
Wekesa, P., & Mose, T. (2018). Effect of Reward Management Practices on Employee Turnover in Commercial Private Health Institutions in Nairobi County, Kenya. Journal of International Business, Innovation and Strategic Management, 2(4), 120 - 139. Retrieved from http://www.jibism.org/core_files/index.php/JIBISM/article/view/90