Abstract
This study aims to investigate the effect of demographic factors on the turnover intentions of teachers in public secondary schools in Murang’a county Kenya. The study was guided by the following specific objectives: To investigate the association between age and education and turnover intentions; to establish the association between gender and turnover intentions; to determine the association between tenure and turnover intentions and to establish the association between educational level and turnover intentions. The study was guided by the Social exchange and Organization equilibrium theories. This study was a cross-sectional study and adopted descriptive and explanatory research designs. The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang’a county Kenya. The study thus used multi-stage random to select a sample size of 400 teachers and 40 schools. A self-administered questionnaire was used to collect the demographic data. Data were analyzed using cross-tabulation and Pearson Chi-square statistics. The study findings indicated that age has a significant association with turnover intentions while employee tenure, gender, and educational level have no significant association with turnover intentions.
Highlights
Teachers’ shortages are frequently viewed to negatively affecting the quality of education and understanding the reasons behind the shortages is absolutely crucial to education planners and policy makers (Wamukuru, 2016)
This study focused on the demographic factors which according to Likoko, Ndiku and Mutsotso (2017) there is limited research when it comes to the association between demographic factors and turnover intentions
The results showed that the largest proportion of the sample, 29.5% had worked with Teachers Service Commission (TSC) for a period of less than five years while a further 27.5% indicated that they had worked with TSC between 5 to 10 years
Summary
Teachers’ shortages are frequently viewed to negatively affecting the quality of education and understanding the reasons behind the shortages is absolutely crucial to education planners and policy makers (Wamukuru, 2016) One cause of this shortage is turnover of employees. Park and Kim (2009) asserts in the decision-making process of the employee’s turnover intentions constitute the final cognitive step whereby an employee actively opts to quit and starts looking for employment elsewhere. They further stated that employee intentions to quit the current job starts with mere thoughts and statements by the employee that he/she desires leave the employer. It is important to enhance teachers’ retention by reducing intention to leave so as to improve teaching and learning processes in schools (Kamau, Muathe & Wainaina, 2020a)
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