This paper investigates how working conditions in the schools influences teacher attrition. The working condition in schools refers to the school environment / climate that would in one way or other make teachers to have turnover intentions. This study was conducted in Uasin Gishu County that has faced increased rates of teacher attrition in addition to teacher shortages. To answer the research objective, a convergent parallel mixed method approach design was utilised. Data was collected from public secondary schools involving Form 3 and Form 4 students, teachers, principals, county education officials and teachers who had left the profession. The study collected data through use of questionnaire and interview schedule were used to collect data. Data was analysed using descriptive statistics. Research result showed that the following working conditions; indiscipline situation in schools among students, inadequate infrastructure and instructional resources, political interference, et...

Abstract: The thrust of this study was to examine the main explanatory variables for the rapid teachers’ turn over in public secondary schools in Mbeere South Sub-County, Embu County Kenya. The study was premised on in investment Human Capital Theory, proposed by Becker (1993). The objectives of the study were threefold, namely to: analyse school management policies, the attitude of teachers, and personal characteristics of teachers on rate of turnover among teachers in public secondary schools in Mbeere sub- county, Embu County. A descriptive survey research design was adopted. Combinations of purposive and random sampling techniques were used to select 29 principals and 120 teachers yielding a total sample size of 149 participants. A questionnaire, piloted prior to data collection to determine its validity and reliability, was used as the main research instrument. In-depth interview with principals corroborated and complimented data generated through questionnaires. The main findings were that the teacher turnover was high and fluctuating having increased from 4.27% in 2009 to 8.21%, in 2010 and marginally decreased to 7.2% in 2011. The main reasons for the high teachers’ turn over were: job dissatisfaction among teachers as results of poor motivation and remuneration, limited avenues for promotions and professional growth due to unsupportive school and government policies. It was recommends that the Government of Kenya through the Ministry of Education and Salaries and Remuneration Commission should put in place functional teacher professional development strategies and enhanced remuneration initiatives to enhance their efficiency, productivity and reduce current turnover; amongst others .(249 words). Key Words: Teacher turnover, professional development, teacher motivation, retention, public secondary schools, Mbeere sub-county, Embu County, Kenya.

Author’s Email: millan15@yahoo.com School motivational rewards by secondary school principals have become an important aspect in controlling teachers’ attrition from one particular school to the other through transfer requests in Kenya. Teachers have the opportunities to choose on schools that provide inducements and retention benefits; in return, they will continue to impart knowledge and be dedicated to their work. The purpose of this study was to examine secondary school principals’ motivational rewards on retention: case of secondary school teachers in Rangwe Sub-County of Homa Bay County, Kenya. The study was premised on the investment of Adams Equity Theory; Expectancy Theory and Hertzberg Two Factor Theory. The objective of the study was to establish the school measures used by secondary school principals to enhance teachers’ retention in Rangwe Sub-County, Homa Bay County, Kenya. An interview schedule was used to collect data from 18 selected principals. Data was analysed us...

Employee turnover occurs when workers leave an organization and need to be replaced by new recruits. High employee turnover is a common occurrence in the teaching profession in Kenya. Poor remuneration has often been given as a cause of low morale among teachers, but literature shows that salary is not a sufficient condition for job satisfaction. This implies that there are certain factors that influence labour turnover among public secondary school TSC teachers in Kenya. It is for this reason that the study was designed to examine the institutional factors responsible for the teacher turnover phenomenon within secondary schools in Baringo District, Kenya. The study was guided by the Herzberg’s motivation theory. Descriptive survey research design was used. All the 21 public secondary schools in Baringo district were involved. The simple random sampling technique was employed to select 97 teachers out of the total population of the 329 TSC teachers in the District to participate in ...

The study sought to investigate factors that contribute to labour turnover among secondary school teachers in Embu County. To achieve this objective, the study employed a descriptive survey design and carried out the research in public secondary schools. Cluster sampling was used and Kieni education zone was randomly selected which gave a sample size of 120 teachers. Both primary and secondary data were gathered for the study. Primary data was gathered by use of a questionnaire while secondary data was gathered by a review of the existing literature on factors affecting teachers' turnover. Data were analysed using both quantitative and qualitative techniques and reported using frequency distribution tables, pie charts and bar graphs. The study established that there was a high labour turnover of public secondary school teachers in Embu County. The factors that contributed to high turnover recognition and involvement during decision making, low payments, high work load, lack of t...

Despite the existence of head teacher’s turnover in primary schools, many studies have concentrated on instructor turnover and ignored the effects of school leadership change on school performance. This study investigated the effect of head teacher’s turnover on teacher performance in public primary schools in Turbo Division. The study was guided by the Hertzberg’s motivationhygiene theory of job satisfaction. This study adopted descriptive survey design and targeted 684 teachers and 85 head teachers. The sample size for this study is based on Krejcie and Morgan formula where 246 teachers and 26 Head teachers was used. Stratified and simple random sampling techniques were used. Questionnaires and interview schedules were used to collect data. Research instruments were availed to supervisors to test validity while test-retest method was used to test the reliability of the instruments. Quantitative data was analyzed by use of frequencies and percentages while qualitative data was anal...

The article establishes how school managers address the challenge of teacher attrition. This was done by assessing its effects on the functionality of and closely examining measures put in place to sustain teacher retention in public secondary schools in Zambia. This study employed action research strategies of inquiry utilising both qualitative and quantitative methods of data collection to a total of 33 participants. Data was mainly analysed using thematic analysis, a process involving coding and categorising major themes emerging from the study findings and in relation to the objectives of the study. Findings of the study seem to suggest that teacher attrition led to poor staffing levels and poor student achievement. Moreover, school managers lacked sufficient support and ability to address the challenges arising from teacher attrition. Further, school managers should use the participative management approach and continuous professional development through proper valuation of tea...