Abstract:
This study examined the relationship between perceived human resource management practices and employeeretention in non-governmental organizations in Nairobi County, Kenya. The primary goal of the study was toinvestigate the impact of human resource management practices on employee retention within non-governmentalorganizations in Nairobi County in Kenya. Specifically, the study sought to determine the influence of leadershipstyle, work environment, and career development on employee retention or intention to leave. The study alsoexplored the mediating role of job satisfaction and the moderating effects of job embeddedness on employeeretention. The research was enriched by the theoretical foundations based on Mixed Model of EmployeeRetention, Trait Theory, Hierarchy of Needs Theory, and Job Embeddedness Theory. The research adopted anexplanatory research design. The study targeted 201 non-governmental organizations operating within NairobiCounty. The study sample was selected using stratified and random sampling, which included 69 non-governmental organizations based in Nairobi County of Kenya. The study employed questionnaires. A pilot testwas conducted with 7 employees from the non-governmental organizations, who were subsequently excludedfrom the final study. The data was analysed using logit model to test the effect between the independent variablesand the dependent variable. In addition, the model was also used to analyse the mediation and moderationrelation effect. The findings established that leadership style, work environment, and career developmentopportunities had a positive and significant effect on employee retention in Non-Governmental Organizations inKenya. Furthermore, job satisfaction was found to play a key role in moderating the relationship between humanresource management practices and employee retention in non-governmental organizations. Additionally, thestudy found that job embeddedness mediated employees’ attachment to their organizations. Based on thesefindings, the study recommended that organizations adopt effective human resource management practices thatharmonises with both the needs of the organization and the employee to improve retention and enhanceorganizational performance.
