An Analysis of the Effect of Career Path Development on Employee Turnover Rates in the Public Sector: A case of Kerio Valley Development Authority, Kenya.

Employee turnover is currently a rampant issue in many organizations in Kenya, for various reasons, at several rates and with a number of effects. This study sought to examine the effect of career path development on employee turnover in the public sector in Kenya by focusing on Kerio Valley Development Authority. The study specifically sought to: establish whether the organization had a career path development policy, find out whether the organization provides opportunities for promotion of employees, and to establish whether KVDA has a training policy for employees. The study was guided by Equity theory as propagated by John Stancy Adams. The theory emphasizes that individuals will be better motivated when they are treated equitably and demotivated if they are treated inequitably. A descriptive survey research method was adopted in the study. From a target population of 600 employees, a sample size of 120 respondents was selected using stratified random sampling technique. Questionnaires, interview schedules and observation checklists were then used to collect data. Qualitative and quantitative data were analyzed using thematic analysis and descriptive statistics respectively. The study established that there is a high rate of employee turnover at Kerio Valley Development Authority and lack of clear career path development for employees is a major cause. The study recommendations that to minimize the high turnover rates the organization should provide training and development opportunities to the employees to enable them to acquire prerequisite skills and abilities for career development. The study further recommends that the organization should develop better human resource policies and guidelines to provide clear career path growth for its employees.