Factors that are associated with labour turnover among health professionals in Kenya

Abstract

While other studies have looked at labor turnover, this is the first to do so in relation to health professionals in Kenya to the best of my knowledge. This research aimed at determining the factors perceived to be most associated with labor turnover in both private and public health facilities in Nairobi. The rationale of the study arose from the fact that labor turnover is central to effective planning for human resources. However, there are many difficulties arising from the management of labor turnover, where the organization is expected to put in place mechanisms to attract, motivate and retain health workforce for effective service delivery. The study required collecting information from hospitals with both out-patient and inpatient facilities in Nairobi, fifteen hospitals responded positively. Data was collected using semi-structured questionnaire, which were dropped and picked up later at an agreed date. The data was analyzed using descriptive statistics. Results following analysis indicated that: - • All facilities (100%) experienced labor turnover. • Most respondents (67%) cited poor remuneration as the factor that contributed to labor turnover to a great extend. This was followed by inadequate opportunities for advancement (27%) and training (20%). • Family obligations was the factor least perceived to be associated with labor turnover. Generally, the findings obtainable in this study are in agreement with those of other studies already done elsewhere though in rather different conditions. Even then however, it is suggested that the further research may be undertaken to determine: - • What organizations are doing to retain staff i.e. to reduce the rate of labor turnover? • The consequences of the effects of labor turnover on service delivery.