Influence of Perceived Effectiveness of Training Practices on Intention to Quit Among Nursing Staff at Kenyatta National Hospital

Abstract

Kenya continues to experience a shortage of health personnel at all levels of service provision within the health sector. As a result, this shortage is a big challenge in her move to achieve health goals and the development objectives. Retention of health workers due to motivational causes amongst others has been seen to be the major contributing factor. This study seeks to find out influence of perceived effectiveness of training practices on intention to quit among the nursing staff at Kenyatta national hospital. Descriptive research design was used and the researcher utilized stratified random sampling. The researcher employed structured questionnaires for data collection and 94 nursing staff of different cadres at Kenyatta National Hospital participated in the study. Data coding and analysis was carried out by use of SPSS. Descriptive analysis was employed to find out the characteristics of respondents and Regression analysis was employed to perform an analysis of the extent to which each variable that was significant in finding out whether the nursing staff were retained or quit after training. Gender, age, duration of service, education level and training practices which are: linking strategy to training and development process, training needs assessment, training plan, training and development methods, implementation and evaluation were linked statistically with whether nursing staff would quit or continue staying with their current employer. The outcome reveals that training practices are significant in retention of the nursing staff. Work environment and adequate and effective materials and work equipments needs to of utmost consideration in addressing retention strategies. The following measures are recommended; conducting exit interviews to find out why they are quitting, provision of the necessary equipments to do work efficiently and a conducive work environment be addressed as a means to retaining professionally motivated nursing staff at KNH.