The Influence of Remuneration on the Retention of Registered Nurses in Public Hospitals in Kiambu County, Kenya

Abstract

Employee retention is a critical focus for management, requiring strategic identification of influential factors and the application of effective retention rules. This study specifically investigates the impact of motivational strategies on the retention of registered nurses in public hospitals in Kiambu County, Kenya. The primary objective is to examine the relationship between working conditions, professional development, remuneration, interpersonal relationships, and the retention of registered nurses in this context. Guided by Herzberg’s two-factor theory and Maslow’s hierarchy of needs, the research adopts a correlational research design. The study encompasses a population of 450 registered nurses and 11 human resource officers from selected public hospitals in Kiambu County, with a sample size of 211 registered nurses and 11 human resource officers. Data collection involved questionnaires and interviews, and quantitative analysis employed descriptive and inferential statistics, including correlations, linear and stepwise regression, and Chi-square.The Pearson Chi-Square value is 15.889 with an associated p-value of 0.025. Since this p-value is less than the significance threshold of 0.05, we conclude that there is a statistically significant relationship between remuneration and the retention of registered nurses at a 95% confidence level. Consequently, we reject the null hypothesis. In spite of their origin, nature of practice, or work settings, registered nurses have a common interest that is, they are committed professionals who uphold a holistic philosophy of care that requires remuneration which determines their expectations and how they fit in the challenging workplace.