Staff turnover has been regarded as an overall measure or indication of organizational functionality. When employees are dissatisfied with their job, they tend to withdraw in order to try to minimize their exposure to the job. Staff turnover is further exacerbated by the fact that losing high performing individuals affect the productivity of the organization, as the organization loses the investment that was made in their development. As the percentage of the workforce in the professional or highly technical work increases, understanding and effective management of the employment relationship between professional employees and their employing organizations becomes increasingly important.
The purpose of this study was to examine the factors that influence employees’ voluntary turnover at Deloitte & Touche Kenya. The study specifically sought to establish the relationship between employee turnover and employee attributes, work-life balance, career development opportunities and financial compensation. The study was informed by equity theory and Herzberg’s theory. This study adopted a cross-sectional descriptive research design. The study targeted Deloitte & Touche Kenya employees at the Nairobi offices. Therefore, the sample size was 65 employees in the offices of Deloitte & Touche Kenya (Nairobi Branch) who were selected using convenience sampling. Primary data was obtained through self-administered questionnaire. Data was processed and analyzed using Statistical Package for Social Sciences. The sample was described using descriptive statistics such as frequencies, cross tabulation and measures of central tendencies. Inferential statistics such as Chi Square was used to establish association between variables.
