Turnover intention remains a significant challenge for public sector organizations, particularly in devolved governments like Nairobi County in Kenya, where it disrupts service delivery and increases costs. This study explores the mediating effect of training on the relationship between salary structure and turnover intention among 350 staff members in Nairobi County Government. Guided by human capital theory and expectancy theory, data were collected using self-administered questionnaires and analyzed through regression and mediation analyses. Results indicate a positive direct effect of salary structure on turnover intention (? = .336, p < .05), a positive effect on training (? = .321, p < .05), and a positive effect of training on turnover intention (? = .131, p < .05). Training partially mediates the salary structure-turnover intention relationship (? = 0.1704/0.5490, p = .000), accounting for 31% of the total effect. These findings underscore the importance of aligned training programs in mitigating turnover risks associated with inadequate salary structures. Implications for policy include enhancing competitive compensation and tailored training to foster retention. Limitations and directions for future research are discussed.
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