Factors influencing employee turnover in Kenyan media industry: The case of nation media group Nairobi county
Bosire, Ruth K
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The purpose of this research is toestablish the factors influencing employee turnover in the media industry in Kenya. Specifically, the study assessed the influence of job security, organization culture and justice, working environment and reward system on employee turnover in the Nation Media Group (NMG). The research adopted a descriptive research design and target the employees in NMG categorized as senior managers, middle-level managers and general staff. Using a stratified random sampling technique, a sample size of 173 from the 347 employees were selected as the respondents. Data was collected using semistructured questionnaires and drop and pick method. Quantitative data was analyzed using a Statistical software (SPSS) by running frequencies, cross-tabulations correlation to generate various relationships, frequencies and comparisons. Qualitative data was transcribed and summarized to back up quantitative data. The findings show that employeees are satisfied with the job security at NMG and most of them are not worried by the job security in the organisation. Organizational culture was found to influence employee turnover and NMG, because of its high performing culture, produces excellent results, attracts, motivates and retains talented employees. In addition, NMG was found to have a good working environment which is favorable and good working. It therefore does not have high turnover intention among employees. The reward system was found to influences the turnover rate to a great extent as indicated by most of the of the employees. The study recommends that NMG improves the job security particularly of the employees who are worried about their job security. This can be done through better terms of the contract of employment, collective bargaining agreement or labor legislation that prevents arbitrary termination, layoffs, and lockouts. The second recommendations is that NMG formulates and implements appropriate procedures to ensure that officials do not allow personal biases to affect their decisions. Another recommendation is that communications channels should be enhanced to allow employees in NMG air the views on some company decisions.
University of Nairobi