Effect of Retention Strategies on Turnover Intention Among Teachers in Kano State Universal Basic Education Board (Knsubeb)

Research Problem: One of the biggest challenges affecting public primary schools in Kano state today is teachers’ turnover which poses serious threat to the delivery of universal basic education in the state. The Kano state Universal Basic Education Board had, over the past years, recorded the highest number of staff resigning from their job and picking appointment with other organizations with higher pay, good working conditions and greater opportunity to grow. The purpose of this study is to assess the effect of retention strategies on turnover intention among the staff of KNSUBEB. Methodology: This study adopted mixed method research. Data were obtained from both primary and secondary sources through the administration of structured questionnaire and interview. The study has a population of 1,560 but Krejcie and Morgan (1970) table for determining sample size was used to select a sample of 310. Simple linear regression was used to test hypothesis at 5% level of significance using SPSS version 2024. Results: Findings from the study shows that retention strategies (compensation, training opportunities and promotion) have insignificant effect on turnover intention among the staff of KNSUBEB. Statistically, the result shows that with P value of 0.070, and the value of alpha (α ≤ 0.05),Retention Strategies can only reduce turnover intention by 0.035% which is statistically insignificant. The study established that problems like poor recruitment process, poor compensation packages, delayed promotion, mismatch in training opportunities were the major challenges affecting employee retention strategies in KNSUBEB. Conclusion: Based on the results, the study concluded that retention strategies put in place by universal education board are not adequate enough to reduce employee turnover intention. This explains the reason for the continued staff turnover that characterized the board. Recommendations: It is recommended that Compensation packages should be improved to cope with current economic realities, Promotion should be timely as at when due, and training opportunities should be given based on training needs assessment.