Browsing by Author "Waweru, Mary W."

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    Motivational factors and teacher retention in private secondary schools in Kiambu county, Kenya
    (KCA University, 2025) Waweru, Mary W.
    The study aimed to determine the effect of motivational factors on teacher retention in private secondary schools in Kiambu County, Kenya. The specific objectives were to explore the effect of recognition on teacher retention in private secondary schools, to find out the effect of financial reward on teacher retention in private secondary schools, to determine the effect of career advancement on teacher retention in private secondary schools, and to establish the effect of the working environment on teacher retention in private secondary schools in Kiambu County, Kenya. The study was anchored by Maslow's Hierarchy of Needs, Herzberg's Two-Factor Theory, Self Determination Theory (SDT), and Social Exchange Theory. The research employed a descriptive research design. The study targeted 76 registered private secondary schools in Kiambu County, with a total of 1,140 teachers. The sample size was determined using the Yamane Formula, resulting in a sample size of 92 teachers. The respondents were selected using simple random sampling. Data was gathered using structured questionnaires. A pilot study was done to enhance the validity and reliability of the research instrument. The collected data was analyzed using descriptive and inferential statistical techniques with the aid of the Statistical Package for the Social Sciences (SPSS) version 26. Inferential statistics, including correlation analysis and multiple linear regression were utilized to determine the relationship between variables. The analyzed data was presented through frequency tables and charts. The research revealed that various motivational factors significantly influenced teacher retention in private secondary schools in Kiambu County, Kenya. Recognition demonstrated a strong positive relationship with teacher retention, with a coefficient of 0.211 (Beta = 0.216) and a significant t-value of 2.605. Financial rewards also had a positive impact, recording a coefficient of 0.187 (Beta = 0.202) and a t-value of 2.562. Career advancement contributed positively to teacher retention, with a coefficient of 0.326 (Beta = 0.342) and a t-value of 4.127. Similarly, the working environment exhibited a statistically significant positive effect, with a coefficient of 0.298 (Beta = 0.314) and a t-value of 3.506. The study concludes that motivational factors play a critical role in promoting teacher retention in private secondary schools. It is recommended that school management adopt deliberate strategies such as enhancing recognition systems, providing competitive financial rewards, creating career development pathways, and improving the working environment to strengthen teacher retention in private secondary schools in Kiambu County.