PERSONNEL ENGAGEMENT AND RETENTION IN ORGANIZATIONS: A REVIEW OF LITERATURE.

Abstract

Employee engagement and retention are vital considerations for organizations seeking to build a motivated and committed workforce that contributes to overall success. This literature review aims to provide a comprehensive analysis of the conceptual frameworks, key determinants, and effective strategies associated with personnel engagement and retention in organizations. By synthesizing existing research, this study offers a deep understanding of the factors that influence personnel engagement and retention, highlights successful strategies, and identifies avenues for future research. The review employs a systematic approach, encompassing an extensive search of scholarly articles, books, and relevant publications. The literature search focuses on studies investigating personnel engagement and retention, examining theoretical perspectives and empirical evidence. Through the extraction and analysis of key themes and findings, common patterns, factors, and strategies associated with personnel engagement and retention are identified. The review emphasizes the multidimensional nature of personnel engagement, incorporating emotional, cognitive, and behavioural aspects. Various theoretical frameworks, such as the Job Demands-Resources model, the Social Exchange Theory, and the Self Determination Theory, have been utilized to understand the antecedents and outcomes of personnel engagement. Factors such as job satisfaction, organizational culture, leadership styles, career development opportunities, and work-life balance emerge as significant determinants of personnel engagement. Furthermore, the review identifies effective strategies that organizations can employ to foster personnel engagement and enhance retention. Organizations that prioritize personnel engagement and retention are more likely to experience higher job satisfaction, improved productivity, and reduced turnover rates. While the literature emphasizes the importance of personnel engagement and retention, it also reveals gaps and areas for future research. Practical implications stemming from this review underscore the significance of adopting a holistic approach to personnel engagement and retention. Employee engagement initiatives should be integrated into talent management strategies, with an emphasis on continuous feedback, coaching, and mentoring.