Abstract: The Aga Khan University Hospital has experienced a significant rate of staff turnover, as leading recruitment agencies have effectively enticed their employees to seek opportunities in other locations. Individuals moving to international destinations are presented with attractive compensation packages, which encompass competitive salaries, substantial allowances, opportunities for career advancement, and comprehensive assistance for relocating their families. Therefore, this study sought to investigate the influence of employee retention strategies on employee turnover at Aga Khan Hospital in Nairobi City County, Kenya. A descriptive research design was utilized in the study. A total of 795 participants from 12 departments were involved in this investigation. The technique employed for participant selection was stratified sampling. This means that a fundamental random method was applied to choose the study participants. The sample consisted of 266 respondents. Questionnaires were employed in the study to gather data directly from the participants. To evaluate their effectiveness, the study surveyed 26 hospital employees. The research assessed the content validity of the questionnaires to ensure their precision. The Cronbach's alpha correlation coefficient was utilized in the study to evaluate the consistency and reliability of the questionnaire. Descriptive statistics, including mean and standard deviation, were applied to analyze the data. Additionally, the data was analyzed using inferential statistics, which implemented multiple regression analysis techniques and focused on the relationships between variables. The results were presented using tables. The research indicated that strategies for competitive compensation and professional development initiatives played a significant role in decreasing turnover rates. The findings of the study suggest that an employee recognition program fosters a productive environment where employees feel appreciated and recognized for their contributions. Furthermore, since employees who perceive their personal lives as valued are more inclined to remain in their positions, the work-life balance strategy enhances job satisfaction. The study recommends that the hospital should establish a systematic program that consistently acknowledges staff achievements, and it should focus on implementing flexible scheduling alternatives, such as remote work, reduced workweeks, or adjustable hours. These measures can help employees manage their personal and professional responsibilities more effectively, leading to increased job satisfaction and decreased employee turnover.
Keywords: Employee retention strategy, Employee turnover, employee recognition strategy, work-life balance strategy.
Title: INFLUENCE OF EMPLOYEE RETENTION STRATEGIES ON EMPLOYEE TURNOVER AT AGA KHAN HOSPITAL IN NAIROBI CITY COUNTY, KENYA
Author: Ben Kithinji Kaimenyi, Dr. Rosemarie Wanyoike
International Journal of Social Science and Humanities Research
ISSN 2348-3156 (Print), ISSN 2348-3164 (online)
Vol. 13, Issue 2, April 2025 - June 2025
Page No: 326-335
Research Publish Journals
Website: www.researchpublish.com
Published Date: 24-May-2025
