Factors Influencing Retention of Health Care Workers in County Public Health Facilities in Baringo County

Abstract

Purpose: The study aimed to evaluate the factors impacting health care professionals' retention in County public health facilities under Baringo County's devolved government structure. The research particularly investigated the impact of job promotion on health care employees’ absorption in the randomly chosen public hospitals in Baringo County.

Methodology: A descriptive research design was employed. The research focused on all health care employees in Baringo County's designated public health institutions. In all, 307 specifically national healthcare employees in health care institutions were targeted. The Fishers' algorithm was used to pick 171 health care employees from the target group who were categorized and randomized. The research gathered both secondary and primary information. Inferential and descriptive techniques was used to dissect the dataset. The SPSS application was used to facilitate the analysis. Inferential statistics, such as correlation and regression analysis, aided in determining the causal link between factors. These were determined by use of R2s, F scores, and beta values, assessed at 0.05 level of significance.

Results: The findings show that employee promotion has a positive and healthcare workers’ retention in the selected public hospitals in Baringo County (β = 0.193, p = 0.001). Like employee promotion, the findings show that the work environment has a positive and healthcare workers’ retention in the selected public hospitals in Baringo County (β = 0.240, p = 0.001).  Health information system also has a positive relationship with health care workers’ retention in the selected public hospitals in Baringo County (β = 0.226, p = 0.000). The findings show that special financial packages have a positive   healthcare workers’ retention in the selected public hospitals in Baringo County (β = 0.369, p = 0.00). The study highlights the significance of employee promotion in influencing retention.

Unique contribution to theory, policy and practice: Hospitals should establish clear and transparent career advancement pathways for healthcare workers. Regularly assessing employees' skills and providing opportunities for growth and advancement within the organization can boost morale and increase retention rates. Addressing issues related to work-life balance, providing resources for stress management, and enhancing relationships between supervisors and staff can contribute to a healthier and more attractive work environment. The study indicates that an effective health information system contributes to higher retention rates. Hospitals should invest in modern and efficient health information technology to streamline processes, improve patient care, and reduce administrative burdens on health care workers. Comprehensive training and ongoing support for the use of these systems can help enhance employee satisfaction and retention Since employee promotion and leadership opportunities positively impact retention, hospitals should establish mentorship programs and leadership development initiatives. Providing guidance, mentorship, and training for aspiring leaders can help nurture a pool of skilled and motivated professionals who are more likely to stay with the organization.