Influence of Motivation and Training on Labour Turnover in State Corporations in Kenya
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The study was guided by one general objective and two specific objectives: To establish how employee training, and employee motivation influence staff turnover in NWCPC. The study adopted descriptive research designs with NWCPC staff being the target population. Simple random sampling was used to select a sample size of 30% of the target population of 461 employees. Self-administered questionnaires were used as data collection instruments. The questionnaires were pre-tested for reliability and validity. Qualitative and quantitative data was analyzed by the help of Statistical package for social scientists software (SPSS). Data was analyzed using descriptive statistics. The results were tabulated using frequency distribution tables and pie charts. The study was able to establish possible solutions to the problem of labor turnover. The study also concluded that labor turnover is spread throughout the year and impacts negatively to the organization. 54.47% of the respondents agreed that motivation is a factor that determines how long an employee stays in the organization. 54.47% of the respondents agreed that motivation is a factor that determines how long an employee stays in the organization. In addition to the study established that training and employee motivation contributes immensely in influencing employee turnover.