An investigation on factors determining high employee retention level: a case study of Mandera County, Kenya

Abstract

Organizations ought to analyze and determine the retention factors that are relevant to each of their respective employee groups. This is important because proper planning focus and strategy execution can then be carried out accurately to address the problem thus for each employee category, information gathering is essential and among the sources are current and former employees. They should be approached for their perceptions on reasons and benefits to remain or leave the organization. Few employees leave their job without due reason, be it either work related (internal) or personal (external) or even both. Personal reasons for leaving a firm include wanting to spend more time with friends and family or having to move since a spouse has a new job located in a different town. Employers have no control over such reasons but can tackle internal issues such as pay systems or different opportunities. Victor vroom suggests after an extensive review of research on job satisfaction that people find jobs satisfactory when providing high pay, career opportunities considerate and participative supervision and the opportunity to interact with ones peers, varied duties and a high degree of control over work methods and work pace (Wright 1996).