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Employee turnover is one of the biggest challenges in many organizations and more so in Kenya. With the increasing competition among the organization they have to refocus on various strategies aimed at address the cause of high employee turnover rates. various factors have been observed as to why employee leave for other organizations, there seems to be a gap as to why this trend still continue to persist in developing countries especially Kenya. This study sought to establish the relationship between job satisfaction and employee turnover in Kerio Valley Development Authority (KVDA). The Situational Occurrence theory as propagated by Quarstein, McAfee, and Glassman (1992) and the descriptive research design were employed in the study. A sample size of 120 employees was selected using stratified random sampling technique. Data was collected through questionnaires, interview schedules and observation checklist. The collected data was analyzed descriptively so as to obtain the frequencies and percentages, inferential tests such as Spearman Correlation were used. The findings of the study pointed out that most of the employees at KVDA were dissatisfied and demotivated due to poor communication channels in the organization. The study recommends that the organization needs to review its communication structure strategies and formulating standards to ensure the they are both interactional communication. The study suggests that further studies should be undertaken in other study areas in Kenya, other sectors of the economy to validate this finding as the study was limited to descriptive analysis so as to ascertain whether similar findings are obtainable of turnover.
[Micah OnyiegoNyakego and Prof. Leonard S. Mulongo (2014); JOB SATISFACTION AND EMPLOYEE TURNOVER IN KERIO VALLEY DEVELOPMENT AUTHORITY IN KENYA Int. J. of Adv. Res. 2 (10). 0] (ISSN 2320-5407). www.journalijar.com
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