ISSN: 2222-6990
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Employees play key role in achievement of organisations’ objectives and thus every organisation endevours to ensure employee retention. However as the organisations seek to do this they are faced with the challenge of low employees’ engagement and turnover intentions. Although it has been suggested that Human Resource Management (HRM) practices may affect employees’ engagement and turnover intentions, empirical evidence in Kenyan context is scanty. The study thus sought to investigate the mediating effect of employee engagement in the relationship between HRM practices and turnover intentions of teachers in public secondary schools in Murang’a county Kenya. The study was guided by the Social Exchange, Theory (SET). The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang’a county Kenya. The study used multi stage random method to select a sample size of 400 teachers. A self-administered semi-structured questionnaire was used to collect data. The quantitative data was analyzed using descriptive and inferential statistics. The findings of the study indicated that Employee engagement partially mediates the relationship between HRM Practices and turnover intentions of teachers in public secondary schools in Murang’a county Kenya. Policy implications of study findings have been discussed.
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In-Text Citation: (Kamau, Muathe, & Wainaina, 2020)
To Cite this Article: Kamau, O. M., Muathe, S. M. A., & Wainaina, L. (2020). HRM Practices Employee Engagement and Teachers Turnover Intentions: A Cross- Sectional Study from Public Secondary Schools in Kenya. International Journal of Academic Research in Business and Social Sciences, 10(9), 257-271.
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