Assessing the Effect of Demographic Variables of Age, Education and Years of Engagement on Employee Satisfaction with Retention Strategies in County Assembly of Kilifi
- November 21, 2020
- Posted by: RSIS Team
- Categories: IJRSI, Management
International Journal of Research and Scientific Innovation (IJRSI) | Volume VII, Issue X, October 2020 | ISSN 2321–2705
Ngala Lilian Gabriel, Corazon Tangonan Banaga, Ochieng’ Chris Shimba, Omondi Richard Mc’Otieno
Department of Management, University of Eastern Africa, Baraton, P.O. Box 2500 – 30100, Eldoret, Kenya
Abstract: Employee retention strategies refers to systematic programs, practices and policies created to address the diverse employee needs by an organization that are targeted at developing employee loyalty. Effective human resource management is key in securing and retaining highly qualified and competent employees. Organizations make great efforts to attract workers and sustain their workforce. This study aimed to assess the effect that employees’ demographic variables namely age, gender, education level and years of engagement on employee satisfaction with retention strategies in the county assembly of Kilifi by adopting a cross –sectional study based on the objective of establishing the variations in employee’s satisfaction with retention strategies based on age group, gender, level of education and years of service. The study concludes that gender, and age groups significantly affect employee’s satisfaction with retention strategies while levels of education and years of engagement does not significantly affect employees’ satisfaction with the retention strategies. Finally, the study reveals that there is no significant difference both between and within the various groups of respondents on their views regarding being satisfied with the various retention strategies being adopted by the organization.
Keyword: employee retention; talent retention; performance evaluation
I. INTRODUCTION
Addressing employee retention matters is an emerging management issue that also pose much challenges to managers with researchers indicating that the operational success of any organization would be dependent on the organizations ability to adopt their operations, organizational culture, policies and practices to a work environment that fosters longevity and organizational success by embracing innovation, creativity and flexibility as key pillar in motivating and retaining competent employees. Rappaport, Bancroft, and Okum, (2003), observed that there is an impending global shortage of competent employees with increasing inability of organizations to retain high performers which ultimately lowers their competitiveness and this presents the managers with a challenge in employee motivation and retention in a work environment typically characterized by increasing uncertainties (Mitchell, 2002). These challenges are further compounded by numerous organizational transitions which more often leaves employees distracted, confused and having the fear of the unknown regarding their job security (Bridges, 1991).
