Moderating Effect of Religious Beliefs on Relationship between Employee Reward and Turnover in Private Hospitals of Samburu County.

Abstract

Employee turnover is a critical aspect in the operations and survival of the organization hence the management should take into consideration when putting in place guideline and other strategic plans to ensure turnover is minimized in order to meet organizational set targets. This study scrutinized the moderating effect of religious beliefs on relationship between employee reward and turnover in private hospitals of Samburu County. The objectives of the study were to investigate the effects of remuneration, job security, work environment and moderating effects religious beliefs on employee turnover in private hospitals Samburu County. Maslow hierarchy theory, Hertzberg two factor theory of motivation and human capital theory were sources of theoretical framework of the survey to guide remuneration, work environment, job security and moderating effects of religious beliefs respectively. Descriptive survey design was utilized on the target population of ten private hospitals in Samburu County. Questionnaires were utilized to amass statistics from medical practitioners such as senior doctors, senior nurses, senior pharmacists and senior medical technologists. The questionnaires were protested by medical practitioners in Samburu County public hospitals who did not participate in the final study for clarification of the questions. Convenience sampling method was used due to small number of respondents. Descriptive statistics was computed and data was presented using tables while respondents who were medical practitioners from the private hospitals were sampled. Data analysis was done using statistical package for social sciences (SPSS) version 24. The study found out that employee turnover reduction was magnificently contributed by remuneration then, religious beliefs, work environment and last by job security. The study discovered that there was a positive relationship and statistically significant between that remuneration and employee turnover. There was a positive moderating relationship and statistically significant between religious beliefs and employee rewards and turnover. There was a positive relationship and statistically significant between that work environment and employee turnover. There was a negative relationship between that job security and employee turnover. The study contributed knowledge when it was found out that there was the moderating effect of religious beliefs on relationship between employee reward and turnover in private hospitals of Samburu County. The findings of the study provided understanding of the various organizational practices leading to employee turnover and its effects on the hospital’s performance and service delivery.