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Trizah Shigadi Mwasi - Masters of Business Administration Student, School of Business Economics and Tourism, Kenyatta University, Kenya

Bula Hannah Orwa (PhD) - Senior Lecturer, School of Business Economics and Tourism, Kenyatta University, Kenya


Employee retention has become an increasingly recurring problem in many organizations today; as a result, organizations are working to design and put measures in place to address this recurring problem. Employee retention refers to the organization's ability to retain its employees over a specified period, particularly in the context of a competitive job market where skilled and talented individuals are in high demand. It involves the strategies, practices, and efforts put forth by an organization to keep its workforce engaged, satisfied, and committed to their roles within the company. Employee retention is a critical aspect of maintaining organizational stability, productivity, and long-term success. Health workers can be empowered to adopt and utilize mobile health in contexts where it is aligned to their needs, workload, training, and skills. In turn, mobile health can empower health workers with skills and confidence when it is perceived as useful and easy to use, in contexts that foster recognition from clients, peers, or supervisors. Thus, retention of long-term employees has the opportunity to develop a deep understanding of their roles, resulting in improved performance and the ability to take on more challenging tasks. Employee rewards refer to the tangible and intangible benefits that organizations provide to their employees in recognition of their contributions, efforts, and achievements in the workplace. Employee rewards can take various forms, encompassing both financial and non-financial elements, and they play a vital role in attracting, retaining, and motivating a talented workforce. Healthcare delivery has been a major discussion in various forums Worldwide. Healthcare is important to the growth and development of Nations all over the world, hence the dire need to develop and maintain a well-trained and motivated healthcare workforce in the world. The objective of the study is to examine how career development as a reward management practice can influence the retention of employees in referral hospitals. To achieve the objective the research was supported by Equity theory, Maslow’s needs hierarchy theory and Human capital theory.

Full Length Research (PDF Format)