Influence of Organizational Support Initiatives on Teachers’ Turnover in Public Secondary Schools in Naivasha Sub-County, Kenya

It is the expectation of every employee that the organization they work for show appreciation for their efforts. Human resource is invariably the most important asset for the organization as it is what brings about the coveted competitive advantage. The organization, on the other hand, finds itself indebted to its employees hence must reciprocate in various ways to provide compensation in form of support. Organizational support in form of monetary benefits, favorable working conditions, opportunities for personal growth as well as social security bring about job satisfaction and organizational commitment. Inadequate organizational support leads to the desire of employees to quit. The study sought to determine the influence of organizational support on turnover of secondary school teachers in Naivasha sub-County. The study employed ex-post-facto research design. The study targeted the 294 teachers working in the secondary schools within Naivasha sub-County, Kenya. A sample of 75 respondents was derived from the target population using simple random sampling method. Structured questionnaire which captured both the dependent and independent variables was used. A pilot study constituting 30 respondents was carried out prior to the main study in order to determine both the reliability and validity of the instrument. Reliability was tested using the Cronbach alpha coefficient while the content validity of the instrument was determined by seeking expert opinion of the University supervisors. The data collected was processed and analyzed using the SPSS. This was carried out both descriptively and inferentially. The findings indicated that there exists a moderately strong and positive relationship between career development opportunities and teachers’ turnover. The findings led to rejection of the study hypothesis. It was also inferred that though career development in teaching profession can enhance teachers’ retention, generally, career development opportunities moderately enhance the turnover of teachers in secondary schools. It is recommended that, as the schools present teachers with opportunities to advance their careers, they should also recognize their newly acquired qualifications by promoting them and enhancing their remuneration packages.