Employees play a key role in the achievement of organizations' objectives and thus every organization endeavors to ensure employee retention. However, as the organization endeavors to do this, they are faced with the challenge of employees' turnover intentions. Although it has been suggested that Human Resource Management (HRM) practices may affect employees' turnover intentions, the extent of this effect has been inconsistent in previous studies. Moreover, literature on HRM practices and turnover intentions in Kenyan context is limited hence prompting this research. The study thus sought to investigate the effect of compensation, career management, performance appraisal and training on turnover intentions of teachers in public secondary schools in Murang'a county Kenya. The study had its basis on Social exchange, Organization equilibrium and Expectancy confirmatory theories. The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang'a county Kenya. A two multi stage random sampling method was applied to select a sample ABOUT THE AUTHOR Kamau, O.M. holds an earned PhD (HRM), from Kenyatta University, Kenya. Has interest in Human Resource management and Organization behavior and recently completed his PhD research on Human Resource management practices, employee engagement, community embeddedness and turnover intentions. Muathe, S.M.A. holds an earned PhD in Entrepreneurship and Management and currently is a senior lecturer in the School of Business, Kenyatta University, Kenya. He has more than 11 years' experience in teaching, research and consultancy work in areas of Business Management, Business Planning, Micro, Small and Medium enterprises, Project Monitoring and Evaluation. Wainaina, L. holds an earned PhD in Human Resource Management and currently is a lecturer in the School of Business, Kenyatta University, Kenya. He has more than 5 years' experience in teaching and research in areas of Business Management and Human Resource Management. His areas of interest are Human Resource Management, Human Resource Development and Organization Behavior.

Employees play a key role in achievement of organizations' objectives and thus every organization endeavours to ensure employee retention. However as the organizations seek to do this they are faced with the challenge of low employees' engagement and turnover intentions. Although it has been suggested that Human Resource Management (HRM) practices may affect employees' engagement and turnover intentions, empirical evidence in Kenyan context is scanty. The study thus sought to investigate the mediating effect of employee engagement in the relationship between HRM practices and turnover intentions of teachers in public secondary schools in Murang'a county Kenya.The study was guided by the Social Exchange Theory (SET). The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang'a county Kenya. The study used multi stage random method to select a sample size of 400 teachers from 40 schools. A self-administered semi-structured questionnaire was used to collect data. The quantitative data was analyzed using descriptive and inferential statistics of binary logistic regression. The findings of the study indicated that employee engagement partially mediates the relationship between HRM Practices and turnover intentions of teachers in public secondary schools in Murang'a County Kenya. Policy implications of study findings have been discussed.

This study aims to investigate the effect of demographic factors on the turnover intentions of teachers in public secondary schools in Murang’a county Kenya. The study was guided by the following specific objectives: To investigate the association between age and education and turnover intentions; to establish the association between gender and turnover intentions; to determine the association between tenure and turnover intentions and to establish the association between educational level and turnover intentions. The study was guided by the Social exchange and Organization equilibrium theories.  This study was a cross-sectional study and adopted descriptive and explanatory research designs. The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang’a county Kenya.  The study thus used multi-stage random to select a sample size of 400 teachers and 40 schools. A self-administered questionnaire was used to collect the demographic data. Data were analyzed using cross-tabulation and Pearson Chi-square statistics.   The study findings indicated that age has a significant association with turnover intentions while employee tenure, gender, and educational level have no significant association with turnover intentions.

The problem of turnover intentions has continued to draw the interest of researchers, HR practitioners and employers. However the moderating role of community embeddedness in the relationship between Human Resource Management (HRM) practices and turnover intentions has received little attention. The study thus sought to investigate the moderating effect of community embeddedness in the relationship between HRM practices and turnover intention of teachers in public secondary schools in Murang'a county Kenya. The study was guided by the Social Exchange, Theory (SET) and Job Embeddedness Theory. The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang'a county Kenya. The study used multi stage random and purposive sampling methods to select a sample size of 400 teachers. A self-administered semistructured questionnaire was used to collect data. The quantitative data was analysed using descriptive and inferential statistics. The findings of the study indicated that community embeddedness moderates the relationship between HRM Practices and turnover intentions of teachers in public secondary schools in Murang'a county Kenya. The study thus concluded that community embeddedness plays an important role in turnover intentions decision of teachers.