Salary Satisfaction and Turnover Intentions among the Teaching Staff in Public Universities in Kenya.
- February 17, 2022
- Posted by: rsispostadmin
- Categories: Education, IJRISS, Social Science
International Journal of Research and Innovation in Social Science (IJRISS) | Volume VI, Issue I, January 2022 | ISSN 2454–6186
Sarah Likoko, Jane Barasa
Department of Educational Planning and Management Kibabii University
Abstract
The purpose of this study was to investigate the influence of salary satisfaction on turnover intentions among the teaching staff in public Universities in Kenya. The study employed ex post facto research design to test the statistical relationships between the variables. Simple random sampling was used to select 376 teaching staff members. Data was collected using a structured questionnaire (likert type scale 1-5). Data was analyzed using correlation and simple linear regression analysis. The study concluded that salary satisfaction had a significant negative influence on the turnover intentions amongst the teaching staff in Kenyan Public Universities
Keywords— Salary Satisfaction, Teaching Staff, Turnover Intentions
1. INTRODUCTION
High employee turnover have a negative effect on the sustained growth and development of any organisation (Adedamola, 2016). Some studies showed that in every 10% increasing of turnover rate would cause decreasing of organization outcome (Park &Shaw, 2013). It causes organizations to consume more energy in maintaining the stability of the organization input and output (A’yuninnisa &Saptoto, 2015). Therefore, once an organization has captured skilled employees, the return on investment requires closing the back door to prevent them from walking out (Tymon et al., 2011).
However, Spherion (2013) quoted that 49 percent of employers considered remuneration as a vital concern in retaining their employees, while 69 percent of employees identified pay as crucial factor. In addition, Saira et al., (2014) notes that employees’ willingness to stay on the job largely depends on salary they receive from employers. Hasibuan, Mariatin, and Ananda (2019) also indicate that unsatisfactory remuneration practices lead to increase in turnover intentions among workers. Therefore, salary satisfaction is of primary concern to both employers and employees
1.1. Research Hypothesis
The following hypothesis was constituted:
Ho Salary satisfaction has no statistically significant influence on turnover intentions among the teaching staff in public Universities in Kenya.
2.0. LITERATURE REVIEW
Mabaso & Bongani (2017) noted that a remuneration package is one of the most important factors that influence people to take up employment and stay with organisations. Systematic reviews of the previous studies indicate that uncompetitive salaries do have a negative impact on retention (Schmiedeknecht et al., 2015; De Bruyn, 2014; George et al., 2013). In addition, Demaki (2012) had similar sentiments; that money does not only meet material needs of workers but also gives them psychological satisfaction which leads to job retention. Moreover, Mustapha (2013) pointed out that remuneration system plays an important role in determining an employee’s level of job satisfaction. If individuals believe they are not compensated well, a state of emotional dissatisfaction will develop. This emotional disagreement will accrue over time and make the employee want to leave the organization in search of greener pasture (Olawale &Olanrewaju, 2016). However, the current study sought to establish if there exist similar situations among the teaching staff in public Universities in Kenya
More recently, Ezeh et al.,(2017) carried out a study on pay satisfaction, job satisfaction and gender as correlates of turnover intention among Federal Civil Servants in Awka Metropolis of Anambra State, South-East, Nigeria. Three hundred and seventy seven (377) participants comprised of 176 males and 206 females. Pearson’s correlation and Independent sample t-test were adopted to analyze the data. Results revealed that pay satisfaction had no significant relationship with turnover intention. From the study, Ezeh et al., (2017) focused on non-teaching staff; hence this limits generalizability of the findings especially to the teaching staff in Kenyan public Universities where the political and geographical settings are different from Nigeria.
