Motivational factors and turnover intention of teachers in public secondary schools in Meru county, Kenya

Abstract

The importance of motivation in retaining core employees and reducing turnover intention in any organization cannot be underestimated. Retaining the best teachers in secondary schools continues to be a major challenge for educational managers in Kenya as teachers keep changing careers or are not fully committed to their duties because psychologically majority have their hearts elsewhere. This study therefore sought to determine the relationship between the level of teacher remuneration, staff development opportunities, promotional prospects, working conditions and teacher turnover intention in public secondary schools in Meru County, Kenya. The study used a descriptive survey design with both quantitative and qualitative approaches in data collection and analysis. The targeted population was (N=2599) who included 2586 secondary school teachers, 15 secondary school principals and 8 Sub-County staffing officers. A total of 520 respondents were involved in the study that included 503 secondary school teachers), 15 principals and 2 staffing officers. Four independent variables namely; level of remuneration, staff development opportunities, promotional prospects and working conditions were examined to determine their relationship with the dependent variable, turnover intention. Data obtained from questionnaires for teachers were analyzed quantitatively using SPSS version 21 while data obtained from interviews with the principals were analyzed qualitatively. Hypotheses were tested using Pearson product moment correlation coefficient and Chi-square goodness of fit at 95%, p<0.05.The result from product moment correlation indicated that all the independent variables considered for this study; level of remuneration(r=-387, p<0.001), staff development opportunities(r=-0.371, p<0.001), promotional prospects(r=-0.524, p<0.001) and working conditions (r=-0.488, p<0.001) have a negative and an inverse relationship with the independent variable, turnover intention. The results corroborated the results of tests of hypothesis using Chi-squire which showed a significant relationship between the four independent variables and turnover intention of teachers in secondary schools in Meru County indicating that the four independent variables have a significant relationship with turnover intention of teachers in public secondary schools in the county. The results therefore conclude that teachers’ motivation in secondary schools in Meru County is low and the education system appears to be staffed with teachers with poor morale and low levels of commitment to their jobs leading to high turnover intention. The study recommends that the Teachers Service Commission, the Ministry of Education, the various Boards of Management and other education stakeholders at the national and county government levels consider issues of remuneration, staff development, promotions and working conditions as an essential element in the motivating and reducing turnover intentions hence retention in teaching service.