Abstract:
Employee retention in training institutions has become challenging due to a multiplicity of
factors. Most studies have has been concentrating on job related causes of labor turnover in
government owned training institutions. This study investigated the effect of both job related
factors and worker related factors. A sample of 395 employees in public universities was used
and the study employed descriptive survey research design and questionnaires were used to
collect data. Data was analyzed qualitatively and quantitatively. The results indicated that career
progression and the study established that the desire to grow individual careers did lead to
workers leaving their jobs in private universities and the effect was significant (Coef= -0.583, P-
value=0.002). The study also established that the effect of lack job security was significant
(Coef= -0.998, P-value=0.003). The effect of both remuneration and work life balance was also
significant (Coef= -0.401, P-value=0.001) and (Coef= -0.398, P-value=0.001) respectively.
Worker related factors- age, gender and education had significance effect (Coef= -0.321, P-
value=0.003), (Coef= -0.386, P-value=0.001) and (Coef= -0.477, P-value=0.003) respectively. In
order to reduce the rate of job turn-over, this study recommends that management of private
universities should put in place good work policies touching on career progression, life balancing
measures and remuneration. Details in this policy should also guarantee some job security to
their workers. The findings are important to the planners in universities in Kenya, if they were
ready to have satisfied workers who can remain there for long durations thus ensuring continuity
of the institutions.
Keywords: Career progression, Work-l
