Employee Retention Strategies and Performance of the National Museums of Kenya

The broad objective of this study was to examine effects of retention strategies of employee on organization performance at the National Museums of Kenya. The study also sought to determine effects of flexible work schedules, employee compensation, career development and work-life balance on organizational performance at the National Museums of Kenya. This research was anchored on hypothesis of Herzberg's motivation-hygiene, hypothesis of equity, hypothesis of human capital and hypothesis of Vroom's expectancy. This study used a descriptive research design. The p opulation targeted was 226 low level, middle level and top level managers at the National Museums of Kenya. This research employed Slovin's Formula to estimate the sample size for the investigation. Stratified random sampling method was used in order to choose 144 participants from the population. The research employed primary data, which was gathered using self-administered questionnaires. Qualitative and quantitative information was generated from the research instrument. Quantitative information was edited, coded and entered into statistical 0 software 0 known as the 0 statistical 0 package 0 for 0 social 0 sciences (SPSS version 25). Quantitative 0 information was analyzed employing both descriptive and inferential statistics. The study found that flexible work schedules have a positive 0 and 0 significant 0 influence 0 on 0 organizational 0 performance 0 at the National Museums of Kenya. The study also established that employee compensation has a positive and significant influence on organizational performance at the National Museums of Kenya. In 0 addition, the study 0 revealed 0 that career development has a positive and significant influence on organizational performance at the National Museums of Kenya. The study found that work-life balance has a positive and significant influence on organizational performance at the National Museums of Kenya. The study recommended that the National Museums of Kenya should develop well-defined policies and guidelines 0 outlining 0 the types 0 of 0 flexible work 0 arrangements 0 available, eligibility criteria, request procedures, and expectations for performance and communication. In addition, the National Museums of Kenya should ensure that the institution has fair and competitive compensation and benefits for employees so as to improve performance. Also, the National Museums of Kenya should offer fully paid 0 scholarships 0 to 0 employees willing 0 to 0 further 0 their 0 education. Key Words: Employee Retention, Organizational Performance CITATION: Opwondo, D. A., & Kiiru, D. (2024). Employee retention strategies and performance of the National Museums of Kenya. The Strategic Journal of Business & Change Management , 11 (2), 803 – 828. http://dx.doi.org/10.61426/sjbcm.v11i2.2952