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Article Published In Vol.10 (Nov-Dec 2022)

Effect of High-Performance Work Practices on Turnover Intention amongst Nurses in Public Health Facilities in Turbo Sub-County, Kenya

Pages : 564-583, DOI: https://doi.org/10.14741/ijmcr/v.10.6.7

Author : Rosaline Jeruto Kimaiyo, Dr Kimutai Geoffrey, Dr Caleb Akuku, and Robert Onyango

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Turnover of nurses remains a threat in achieving health system efficiency and effectiveness thus poor performance of healthcare organizations and the quality of patient service. This is ascribed to the fact that nurses form the bulk of the healthcare workforce within the context of a hospital. High-performance work practices have been shown to be related to various employees’ attitudes and behaviors including intention to leave in the health care context. However, most studies on nurses’ turnover intention come from developed Western countries whose generalization are limited. Thus this study was designed to look at the effect of high performance work practices on the turnover intention of nurses. The study was guided by the following specific objectives: To determine the effect knowledge management systems on turnover intention and to examine the effect of performance appraisal on turnover intention amongst nurses. The conceptualization of the relationship between high performance work practices and turnover intention was grounded on social exchange theory and conservation of resources theories. The study adopted a mixed methods research design based on samples drawn from across the public health facilities in Turbo Sub-County with a target population of 160 nurses in public health facilities in Turbo Sub-County. A multistage sampling technique was used to narrow down to nurses from each and every the public health facilities where cluster random sampling was used to select the Public health facilities after which simple random sampling was used to select respondents within the facilities. The study used Krejcie& Morgan table,(1970) to calculate the sample size which was 126 after considering a non-response rate of 10%. Data was collected by use of both structured questionnaires and interview schedules which were self-administered. Data was analyzed by use of both inferential and descriptive statistics using SPSS version 20. From the findings, jointly all the two high performance work practices such as knowledge management and performance appraisal significantly and negatively affected turnover intention of nurses in the public health facilities with a R Square of 0.675. The study concludes that the state of high-performance work practices understudy in the public health facilities requires improvement. There is a need for implementing the high-performance work practices using policies of mutuality which elicits commitment and reduce turnover intention to yield both better economic performance and greater human development in the public health facilities.

Keywords: High-Performance Work Practices, Turnover Intention, Nurses

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