A STRUCTURAL EQUATION MODEL USING LISREL-8.7, FOR MEASURING THE IMPACT OF THE ANTECEDENTS OF PEOPLE MANAGEMENT PRACTICES AND ORGANIZATIONAL LOYALTY ON EMPLOYEE RETENTION: INDIAN PERSPECTIVE

Abstract

There is a huge issue of turnover in any of the organization. It is a mis-perception that all turnovers are horrendous, and that must dodge. All things considered if an organization does not have an adjusted level of turnover, it will bring about the dreary framework, and that organization won't approach new thoughts, change dynamism and imagination. Turnover influences painfulness and purchaser's bliss (Koys, 2001). Our worry is that the required turnover must exist, however the undesirable voluntary turnover ought to be diminished or dodged. In the present focused condition workers leave their organization for different reasons. As the learning of employees have turned out to be very basic in increasing upper hand in the present business atmosphere (Hall, 1993). The organizations are endeavoring to hold the best employees. The Importance of human asset administration rehearses and organizational reliability and their retention is perceived. At first, since assets are rare and furthermore in light of the fact that the opposition by organizations to have the best and most gifted employees for their organization (Chambers et al., 1998) lastly on the grounds that Turnover additionally annihilates the client trust in the company (Koys, 2001). Clients would prefer not to educate about their needs to the new employees. So it is smarter to hold employees that can keep clients. In the focused environment, the retention of skilled employees is horrendous. KEYWORDS: organization, promotion, work-life approaches, work attributes, organizational citizenship