Organizational stability and employee turnover in selected secondary schools in Nandi North District, Kenya

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Kampala International University, School of Education
In has been observed that in organizational management, every one aims for the growth and the stability of the organization which can be guaranteed if stability of people is ensured. Employee turnover occurs when employees leave the organization and need to be replaced by new recruits. It can occur through resignation, dismissals and retirement. High employee turns over can be expensive to the organization leading to organizational instability. This study is therefore undertaken to find the level of organizational stability and employee turnover and find if they are correlated. Descriptive design was used with simple random sampling technique to select the target schools. From a sample frame of 35 public secondary schools, 186 respondents were selected from a population of 346. Data was collected by the use of questionnaires and analyzed using both descriptive and inferential statistics. The results have shown that most schools in the district have defined purpose, clear structure, sound leadership, healthy relationship, competitive rewards, helpful mechanism and positive attitude towards change. This has made majority of schools to achieve high level of stability on employee turnover, results have shown that the level of turnover is low. This is because majority of employees are satisfied with achievements, considered for positions of responsibilities and promotions, have manageable workload, accorded opportunity to grow in the profession, provided with favorable working conditions, receive attractive salary, included in policy making, have adequate internal supervision and build a healthy relationship. Finally, in order to reduce employee turnover, the managers of organization should address the indicators of organizational stability and factors contributing to employee turnover in organizations.
A thesis presented to the School of Postgraduate Studies and Research Kampala International University Kampala, Uganda in partial fulfillment of the requirements for the Degree Master of Educational Administration and Management
Organizational stability, Employee Turnover, Nandi North District, Kenya