| dc.description.abstract | The purpose of the study was to determine the factors influencing academic staff
mobility in universities in Nairobi County and Coast region. The study sought to
determine the extent to which monetary incentives, working conditions, professional
growth prospects and corporate culture influences the movement of academic staff
within Coast region and Nairobi County. The study employed descriptive survey
research design confined to 501 teaching staff in the universities within Coast region
and Nairobi County. One private university and four public universities were sampled
purposively and stratified sampling was used for 125 academic staff as respondents of
the study. Data was collected using a self-administered questionnaire for academic
staff and face to face interviews for administrators. A pilot study was done to improve
the reliability of the instrument. Data was analysed by use of frequencies, percents, picharts,
means and bar graphs.
Findings on monetary incentives indicated there was no enough incentives’ to retain
academic staffin their current institution since 50 percent disagreed that they were
making considerable amount of money on their job, 38 percent indicated that they
required additional income to make ends meet, 36 percent disagreed that promotion
was fairly done at equal rate, On facilities 42 percent were dissatisfied. Research
indicated that 45 percent agreed to have too much work and 40 percentwere
dissatisfied with the way the college was managed,36 percent were dissatisfied with
theworking conditions. However 62 percent indicated having good working
relationships with colleagues, while 92 percent were satisfied with job security at their
workplace. Findings on professional growth showed that 30 percent did not have a
good chance to grow. Data showed that 53 percent felt they had nothing to gain by
sticking to their current institution. Majority however 50 percent felt they have been
trained well in their institution. Data also showed that 59 percent felt they are allowed
to participate in making their own objectives 50 percent enjoy telling others about
their university. Findings on the intent to move showed that most of the lectures were
ready to move except those who had worked for over 11years and above and those
who were in the private university since only 8 percent were actively looking for an
alternative institution.The study made conclusions from the results that monetary
incentives is very important to all teaching staff and every university should make an
effort to provide these incentives. Other factors which are crucial include the working
conditions, professional growth prospects. The image of the institution matters to all
teaching staff and every lecturer would like to associate with a university with a good
image to the society. The study made some recommendations to ensure academic
support which, in time, will promote academic growth and the retention of valuable
academic staff. The academic leader, as a mentor, should take charge of academic
progression.Commission of higher education to ensure that every accredited
university has appropriate facilities.Institutions to ensure that every person working in
the university has the required qualification irrespective of the type of university. The
study suggested further research as a comparison between the factors influencing
academic staff mobility in the public and the private universities based on the same
independent variables | en_US |
