The Influence of Compensation Strategies on Job Retention among Critical Care Nurses at Two Level Six Hospitals in Kenya

Abstract

Abstract Critical care nursing is a vital role in the delivery of healthcare services, particularly in meeting the complex needs of critically ill patients. The presence of skilled, qualified critical care nurses was essential to ensuring optimal patient outcomes. However, both public and private hospitals in developing countries, such as Kenya, face challenges in retaining these highly qualified professionals. These shortcomings were mainly linked to limited financial resources, poor working conditions, and competing priorities within the healthcare system. The research aimed to determine the effects of monetary rewards, non-financial incentives, and working conditions on the retention of critical care nurses in selected hospitals. For this study, a Descriptive, cross-sectional, qualitative research design was employed to investigate the impact of compensation strategies on job retention among all qualified critical care nurses at Tenwek Hospital in Bomet County (a private facility) and Moi Teaching and Referral Hospital (MTRH) in Uasin Gishu County. Using a target population of 149 nurses, data were collected through structured questionnaires and analyzed using SPSS Version 28. Ethical clearance was obtained from Kabarak University‘s Research Ethics Committee (KUREC) and the National Commission for Science, Technology, and Innovation (NACOSTI). The research adhered to ethical standards, including obtaining informed consent, maintaining confidentiality, and ensuring voluntary participation. Findings revealed that financial, non-financial, and environmental factors significantly influenced retention of qualified critical care nurses. Financial rewards such as competitive salaries, allowances, and bonuses were key motivators that encouraged nurses to remain in their positions. Non financial incentives, including opportunities for career growth, supportive supervision, and recognition, also enhanced job satisfaction and commitment. Additionally, favorable working conditions, such as adequate staffing, safe work environments, and a positive organizational culture, were critical to nurse retention. However, issues such as job insecurity and heavy workload still posed challenges. The study concluded that an integrated approach combining financial and non-financial strategies, alongside improved working conditions, was essential for retaining critical care nurses. It recommended regular salary reviews, performance-based rewards, continuous professional development, and mentorship programs. Future studies should investigate regional and institutional variations, as well as the role of leadership in enhancing retention.