EMPLOYEE EMPOWERMENT PRACTICES AND STAFF RETENTION IN NAIROBI CITY COUNTY GOVERNMENT IN KENYA
Keywords:
Employee Empowerment Practices, Staff Retention, Digital Empowerment, work life balanceAbstract
The general objective of the study is to examine the relationship between employee empowerment practices and Staff Retention in Nairobi City County Government in Kenya. The specific objectives was as follows; To establish the effect of digital empowerment on Staff Retention in Nairobi City County Government in Kenya and to find out the effect of work life balance on the Staff Retention in Nairobi county government in Kenya. The study was anchored on the following theories namely; Psychological Contract Theory and Social Learning Theory. The focus of this study was the staff members of Nairobi County government in Kenya. The study adopted stratified sampling technique in selecting participants which was used to sample 384 respondents This study used а structured questionnaire as data collection tool to collect both qualitative and quantitative data. The research utilized an adopted questionnaire as the data collection tool to ensure that the questions were appropriate for the study. A pilot test was done in order to examine the requisite requirements that are necessary for the study. Data analysis was undertaken in two methods by use of SPSS. First, descriptive statistics was undertaken which involved computation of means and standard deviations for observations about variables, and thereafter inferences was drawn on the outcome of this study. This chapter summarizes the main findings, conclusions, and recommendations of the study, addressing its objectives. The findings reveal that digital empowerment, employee well-being, diversity and inclusion, and work-life balance significantly influence staff retention in the Nairobi City County Government. Work-life balance initiatives were appreciated, but many employees still felt pressured to work outside regular hours, indicating stress and imbalance. Correlation and regression analyses confirmed strong positive relationships between these factors and staff retention, emphasizing their importance in fostering a supportive work environment. Recommendations include enhancing digital skills training, expanding well-being programs, strengthening diversity initiatives, and refining work-life balance policies. Suggestions for further research include exploring additional retention factors, assessing the long-term impact of proposed strategies, and examining the needs of different employee demographics to develop more targeted retention approaches.
Key Words: Employee Empowerment Practices, Staff Retention, Digital Empowerment, work-life balance
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