FACTORS INFLUENCINGFACTORS INFLUENCING FACTORS INFLUENCING FACTORS INFLUENCING FACTORS INFLUENCING FACTORS INFLUENCINGFACTORS INFLUENCING RETENTION OF RETENTION OF RETENTION OF RETENTION OF RETENTION OF HEALTH WORKERS IN HEALTH WORKERS IN HEALTH WORKERS IN HEALTH WORKERS IN HEALTH WORKERS IN HEALTH WORKERS IN THE PUBLIC THE PUBLICTHE PUBLIC HEALTH HEALTH HEALTH SECTOR IN KENYA SECTOR IN KENYASECTOR IN KENYA SECTOR IN KENYA SECTOR IN KENYASECTOR IN KENYA: A : A CASE STUDY OF CASE STUDY OF CASE STUDY OF CASE STUDY OF CASE STUDY OF CASE STUDY OF KENYATTA NATIONAL HOSPITAL KENYATTA NATIONAL HOSPITALKENYATTA NATIONAL HOSPITALKENYATTA NATIONAL HOSPITALKENYATTA NATIONAL HOSPITALKENYATTA NATIONAL HOSPITAL KENYATTA NATIONAL HOSPITALKENYATTA NATIONAL HOSPITAL KENYATTA NATIONAL HOSPITAL KENYATTA NATIONAL HOSPITALKENYATTA NATIONAL HOSPITALKENYATTA

Abstract

This study sought to determine whether leadership style, remuneration, promotion, training and work environment influence retention of health workers in the public sector. A cross sectional survey of the health workers was conducted in Kenyatta National Hospital. A total of 400 questionnaires were distributed to the respondents. Multistage sampling was adopted in which case stratified sampling was used in the first stage to ensure all categories of health workers are represented. Simple random sampling was used in the second stage. Participants from the Focus Group discussion groups were drawn from the five distinct categories of health workers as classified by World health organization. Key informant interviews were conducted for each head of division (Deputy Director) to get in depth information on retention but one declined to be interviewed. Data collected was analyzed using descriptive statistics and presented in form of graphs. Based on the findings of this study, this research concluded that leadership style influences health workers’ retention in Kenyan National Hospital. It was further concluded that remuneration for the health workers did influence their retention. Training offered also influenced the health workers’ retention rate. Promotion influenced health workers’ retention in Kenyatta National Hospital. It was recommended for hospitals to improve on non-monetary incentives like recognitions. Fair remuneration was also recommended for increased motivation and stability of health workers. Training of health workers’ staff was recommended as a way of boasting health workers’ skills and knowledge which serves as an intrinsic motivation to the health workers as well. Both promotion and training policies should be adhered to in order to create a sense of organizational justice among the health workers. A similar but cross sectional survey study was acknowledged and recommended as an area of further research in the public hospitals in Kenya especially now that the health function has been devolved.