IOSR Journal of Business and Management (IOSR-JBM) e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 20, Issue 10. Ver. III (October. 2018), PP 12-28 www.iosrjournals.org DOI: 10.9790/487X-2010031218 www.iosrjournals.org 12 | Page Determinants of Employee Turnover in The Selected Kenyan Public Universities. Andeyo Lily Mugove 1 , Mukanzi Clive 2 1(Entrepreneurship and Technology Leadership and Management, Jomo Kenyatta University of Agriculture Technology, Kenya) 2(Entrepreneurship and Technology Leadership and Management, Jomo Kenyatta University of Agriculture Technology, Kenya) Corresponding Author: Andeyo Lily Mugove Abstract: Years of engaging workers in work settings are vanishing except for entrepreneurs holding their own establishment. Employees are moving in and out, retiring earlier due to scratchy concerns in establishment. Employee turnover has grown has affected the management of public universities leading to budgetary costs. Kenyan public universities are experiencing poor service delivery due to turnover of the employee. Due to scarce literature on determinants of employee turnover, this study focuses on the determinants of employee turnover in the selected Kenyan public universities. The main objective of the study was to determine the determinants of employee turnover in the selected Kenyan public universities with the aim of investigating the effect of Job satisfaction on employee turnover in the selected Kenya public universities, establishing the effect of working environment on employee turnover, determine the effect of supervisory support on employee turnover and assess the effect of work flexibility on employee turnover. The study was carried out in three selected Kenyan public universities of Masinde Muliro University, Maseno University and Kibabii University. The study targeted a total population of 2274 correspondents comprising of teaching and non-teaching staff. The study employed descriptive research design where stratified random sampling was used to group the universities and purposive sampling used to identify the correspondence with the required information. To avoid biasness, random sampling was used to identify the sample. A sample of 340 correspondence obtained using Yamane’s formula was used in the analysis. Pilot study was carried out in Mt. Kenya University where a valid measure of 0.5 spearman correlation coefficient was acceptable as a valid measure and 0.7 Cronbach’s alpha value was accepted as reliable value. Questionnaires and interviews were the main instruments of data collection. The data was analyzed using SPSS where descriptive statistics of frequencies, charts, percentages and means and inferential statistics of chi-square and regression analysis where the null hypothesis was tested at 5% level of significance. The results showed that for every unit increase in job satisfaction there was a corresponding increase in employee turnover by 1.070, work environment, is important in predicting of Employee turnover as indicated by significance value=0.000 which is less than 0.05 level of significance (p=0.000<0.05). For every unit increase in work flexibility there was a corresponding increase in employee turnover by 0.803.The findings of the study will help Public University management board and the Government in managing employee turnover in public universities and Human resource practitioners in identifying and implementing better terms in public universities. Keywords – Turnover, job satisfaction, work support, determinants --------------------------------------------------------------------------------------------------------------------------------------- Date of Submission: 15-10-2018 Date of acceptance: 25-10-2018 --------------------------------------------------------------------------------------------------------------------------------------- I. Introduction Totally, with the existing development in the world, establishments are facing shift demands, dynamic settings, increasing rivalry and technological progressions, are generating employees turnover amongst its workforces (Benn, Dunphy & Griffiths, 2014). Nyamubarwa (2013) in his studies determined that turnover has developed To be major subject of concern with professors, human resource management, and social researchers. Mughal (2015) proved further that turnover has established major hesitation of employees, management and society‟scurrently where employee turnover is s upported around up with satisfactory determining variables. Human resource is believed to give a competitive advantage to firms because in invention related capacities it takes human capital into justification.However, Danish and Usman (2010) classifies that employees are important assetsinworking setting as theycontribute to its development and success of achieving its stated goals and objectives. According to Gangaram(2016) shows that ditching of employees from some establishment indicates that the establishment have griefsthough its speeded upby certain extensive characteristics but examining on them can reduced turnover. Turnoveris a thoughtful