Employee Retention Research Articles

Employee retention strategies adopted in garments industry: A Study Report

Employee retention strategies adopted in garments industry: A Study Report

Competence Augmentation Drives Workforce Efficiency

Skill Development refers to the process of acquiring and enhancing competencies, knowledge and abilities that enable workers to perform specific tasks effectively. It helps personnel adapt to changing job requirements with innovation and contributes to organizational success. It facilitates a cycle of high productivity, increased employment opportunities, improved job satisfaction, enhanced adaptability to new technologies, income growth, and development. In this juncture, employee retention rates also uplifted. A healthy working climate viz. openness, trust, and collaboration is indeed need for developing human resources are the responsibilities of every organization. This paper narrates the importance of skill development and the ways and means to increase workforce productivity in the competitive digitalized era.

Employee Retention Factors: The Perspective of Employees and Managers

Objective: The article identifies and explores differences in how employees and managers assess the importance of retention factors. It also looks at predictors of the importance employees attach to these factors. Research Design & Methods: Literature studies and quantitative empirical research were carried out with CAWI. The research questionnaire included a self-designed WCR form and the MQSS-JSS scale. Findings: Employees and managers differ in how they assess the importance of retention factors. Managers tend to underestimate the importance of individual factors. All of the predictors studied – company size, job satisfaction, age, gender and seniority – proved important in assessing the importance of the factors tested. Implications / Recommendations: Research results indicate the importance of personalisation in retention strategies. Effective retention strategies should take the predictors of the importance of specific factors for employees into account. Contribution: Managers’ tendency to underestimate the importance of retention factors has been revealed and it has been shown that the individual and organisational features tested are important predictors of factor selection in retention strategies.

Analysis of Career Development and Engagement on Gen Z Retention via Commitment in Jakarta Tech Companies

This study aims to examine the impact of Career Development and Employee Engagement on the retention of Generation Z employees in technology companies in Jakarta, with Organizational Commitment serving as a mediating variable. The research uses Career Development and Employee Engagement as independent variables and Employee Retention as the dependent variable. Data was gathered by distributing questionnaires to 140 employees working in technology companies in Jakarta. An associative quantitative approach was employed, utilizing primary data and applying Structural Equation Modeling (SEM) through Smart PLS. The findings reveal that Career Development significantly influences Employee Retention with a coefficient value of 0.497. Similarly, Employee Engagement has a positive and significant effect on Employee Retention, with a coefficient value of 0.224. Additionally, Career Development positively and significantly impacts Organizational Commitment with a coefficient value of 0.575, while Employee Engagement also positively and significantly affects Organizational Commitment with a coefficient value of 0.257. Furthermore, both Career Development and Employee Engagement positively and significantly influence Employee Retention through Organizational Commitment, with coefficient values of 0.160 and 0.072, respectively. Finally, Organizational Commitment has a significant effect on Employee Retention, with a coefficient value of 0.279.

Human Resource Management Practices: Enhancing Employee Engagement and Retention in a Global Context

Employee engagement and retention have become critical concerns for organizations operating in a global context, where talent competition is fierce and turnover costs are high. Human resource management (HRM) practices play a central role in addressing these challenges by fostering a work environment that promotes engagement and encourages employees to stay committed to the organization. various HRM practices that have been found to enhance employee engagement and retention across different cultural contexts. recruitment and selection strategies aimed at attracting candidates who are not only qualified but also aligned with the organization's values and culture. Next, it discusses training and development programs that enable employees to acquire new skills and advance in their careers, thereby increasing their sense of fulfilment and loyalty. Additionally, the paper explores performance management systems that provide regular feedback and recognition, reinforcing employees' sense of purpose and contribution to organizational goals.

A STUDY ON IMPACT OF WORKING LIFE BANANCE ON EMPLOYEE RETENTION: A STUDY EDUCATION SECTOR IN LUCKNOW

A STUDY ON IMPACT OF WORKING LIFE BANANCE ON EMPLOYEE RETENTION: A STUDY EDUCATION SECTOR IN LUCKNOW

Impact of Training and Development, Corporate Entrepreneurship and Job Characteristic on Employee Retention through the Job attitude in Insurance Industry of Pakistan

Impact of Training and Development, Corporate Entrepreneurship and Job Characteristic on Employee Retention through the Job attitude in Insurance Industry of Pakistan

Applying Organisational Support Lenses for Employee Retention: The Role of Supervisor Support and Compensation Fairness

Employee retention is critical, yet organisations face challenging talent markets and increasing turnover costs from departing staff. This study examines drivers of retention for professional workers to isolate actionable focus areas for organisations. Drawing on organisational support theory, perceived organisational support, compensation fairness, and quality leader-member exchange relationships are hypothesized to reduce turnover intentions. Survey data from a sample of 120 employees analysed using PLS-SEM, confirmed perceived organisational support as the strongest predictor, followed by compensation equity and supervisor support. All three fulfil socioemotional needs that build affective commitment and loyalty when present. Practical recommendations center on monitoring support perceptions through pulse surveys, purposeful communications conveying care for employees, and leader training on nurturing developmental relationships. Investing in perceived support elements represents a high-yield, affordable retention strategy. These findings refine broader retention drivers, spotlighting the centrality of care and inclusion assurances for anchoring talent. Limitations around generalizability and cross-sectional data point to useful future research directions.

Employee Satisfaction on Compensation System: Basis for an Improved Payroll Management System with Face Recognition and Attendance Monitoring Technology

Employee satisfaction with the compensation system is a critical factor influencing organizational productivity, employee retention, and overall workplace morale. Traditional payroll management systems, often plagued by inaccuracies and inefficiencies, can negatively impact employee satisfaction and trust. This study explores the integration of advanced technologies, specifically face recognition and attendance monitoring, into payroll management systems to address these challenges and enhance employee satisfaction.The research investigates the current state of employee satisfaction with existing compensation systems through a comprehensive survey conducted among employees from diverse industries. It identifies key factors contributing to dissatisfaction, such as payroll errors, delays, and perceived lack of transparency. The study then proposes an innovative payroll management system incorporating face recognition technology for accurate attendance tracking and automated payroll processing. Findings suggest that the integration of face recognition and attendance monitoring technology in payroll management systems can significantly enhance employee satisfaction by addressing common pain points and fostering a sense of fairness and transparency. By leveraging biometric data, the proposed system aims to ensure precise and real-time attendance records, thereby reducing payroll errors and administrative burdens. The face recognition technology offers a secure, contactless, and efficient method for attendance monitoring, aligning with modern workplace safety standards and employee preferences. The study concludes with recommendations for organizations considering the adoption of such technologies, emphasizing the importance of user training, data privacy, and continuous system evaluation to ensure long-term success.

Job characteristics and work engagement among secondary school teachers: the moderating role of co-worker support

This study examines the moderating effect of co-worker support on the relationship between job characteristics and employee work engagement among secondary school teachers in Tanzania. A cross-sectional research design was adopted; data were collected using a structured questionnaire from 221 randomly selected respondents, and analysis was carried out using structural equation modelling. The findings indicate that job characteristics have a positive and significant relationship with employee work engagement (β = 0.478, p = 0.001). Additionally, the moderating effect of co-worker support on the relationship between job characteristics and employee work engagement is positive and significant (β = 0.305, p = 0.046). Conversely, the findings indicate that the relationship between co-worker support and employee work engagement is not statistically significant (β = 0.217, p = 0.067). These findings have implications for theory and management, suggesting that managers in the education sector should prioritise fostering a supportive atmosphere among teachers and encouraging mutual assistance and collaboration. This can create a work environment where employees feel valued and empowered, leading to increased job satisfaction and engagement. The study aligns with the job characteristics model, highlighting that job characteristics promote positive outcomes like relationship-building, teamwork, and employee retention. It recommends evaluating jobs to improve their features, making them more attractive and rewarding, which increases employee engagement. Additionally, ambiguous and less attractive jobs should be redesigned to minimise anxiety and stress.

Impact of Relational Leadership on Employee Engagement: Basis for Action Plan

This study examines the influence of relational leadership on employee engagement in six companies within Jiangsu Province, China. The research includes 156 participants, representing diverse organizational backgrounds. The study uncovers valuable demographic insights, highlighting the importance of age diversity, gender balance, employee retention, and department-specific training for workforce planning and talent development. The findings emphasize strong support for visionary, empowering, inclusive, caring, and ethical leadership attributes. Relational leadership significantly impacts productivity, job satisfaction, organizational commitment, motivation, workplace relationships, autonomy, and empowerment, emphasizing the role of trust, support, collaboration, and emotional connection. The proposed action plan, rooted in relational leadership, aims to enhance employee engagement by fostering collaboration, well-being, commitment, motivation, relationships, and autonomy. Recommendations focus on creating age-diverse teams, recognizing long-serving employees, customizing training programs, investing in leadership development, and implementing the relational leadership action plan.

ENHANCING WORKPLACE SATISFACTION AND RETENTION: THE IMPACT OF EMPLOYEE WELLNESS PROGRAMS IN IT COMPANIES OF BHOPAL & INDORE CITIES

Employee wellness programs have emerged as strategic tools for talent retention in organizations across various industries. In the competitive landscape of the Information Technology (IT) sector, where skilled talent is in high demand, the effectiveness of these programs in retaining top talent is of particular interest. This research paper investigates the impact of employee wellness programs on talent retention within IT companies in Bhopal and Indore, two major cities in central India known for their thriving IT sectors. Through a mixedmethods approach encompassing quantitative surveys, qualitative interviews, and organizational assessments, this study explores the relationship between wellness initiatives and employee retention strategies. The findings reveal a positive association between the presence of wellness programs and indicators of job satisfaction, engagement, and retention among employees. Additionally, the study identifies key factors that contribute to the effectiveness of wellness programs, including their alignment with organizational goals, customization to meet employee needs, and integration into the organizational culture. By uncovering insights into the impact of employee wellness programs on talent retention within the IT sector, this research paper provides actionable recommendations for HR practitioners and organizational leaders seeking to optimize retention strategies and foster a culture of wellbeing in their organizations.

Effect of Employee Retention in the IT Industry

Businesses globally encounter significant difficulty with employee turnover. The study mostly concentrated on the information technology sector. Employees are considered the most valuable resources of an organization, making it crucial for companies to retain them. Organizations are striving to retain their exceptional employees by employing strategies that support talent retention. High human turnover can negatively affect the organization's productivity and sustainability. This study aims to investigate the impact of retention strategies on personnel turnover in Pakistan's information technology industry. The study took place in Lahore, a prominent hub of information technology in Pakistan. The study examined additional criteria believed to be linked to employee turnover, such as welfare benefits, personal well-being, and corporate culture. These traits were found to be associated with employee turnover.

ANALYSIS OF FACTORS AFFECTING CAREER SUCCESS OF EXECUTIVE AND NON-EXECUTIVE EMPLOYEES IN THE INSURANCE INDUSTRY IN SRI LANKA

In the competitive and evolving insurance industry of Sri Lanka, the understanding of the determinants of career success is essential for employee retention and overall industry growth. But there are limited studies conducted to explore the factors affecting the career success of employees in the insurance industry in Sri Lanka. To address this gap, the current researcher conducted a study with the primary goal of identifying the factors that influence the career success of both executive and non-executive employees in the Sri Lankan insurance industry. A survey was conducted among 102 respondents selected among the both executives and non-executive employees currently working in the insurance industry of Sri Lanka using a structured questionnaire to gather primary data. The relationship between work-life balance, job stress, job satisfaction, job retention, and career success was analyzed using the regression analysis. As per the results of the regression analysis, work-life balance, job satisfaction, and job retention are positively associated with career success, while job stress has a negative impact. The findings highlight the importance of supportive organizational policies and practices in enhancing career success. Job satisfaction emerged as a key motivator for employees to remain with their organizations, thereby providing the stability required for career advancement. Work-life balance was found to be crucial for maintaining employee well-being and productivity, while job retention was essential for fostering long-term career growth. Conversely, high levels of job stress were detrimental to career success, indicating the need for effective stress management strategies within organizations. Based on these insights, the study recommends that insurance companies in Sri Lanka prioritize initiatives aimed at improving work-life balance, reducing job stress, increasing job satisfaction, and fostering job retention. By addressing these factors, companies can create a supportive and productive work environment that promotes the growth and success of both executive and non-executive employees, ultimately contributing to the overall success of the industry.

ANALYSIS OF THE RELATIONSHIP OF TRANSFORMATIONAL LEADERSHIP, WORK ENVIROMENT, AND JOB SATISFACTION ON EMPLOYEE RETENTION OF THE MILLENIAL GENERATION IN THE CREATIVE SECTOR

Millennials now make up a significant portion of the workforce, valuing meaningful work, opportunities for development and a supportive work environment, making these factors crucial in retaining talent in the creative sector. This research aims to analyze the relationship between transformational leadership, work environment, and job satisfaction on the retention of millennial generation employees in the creative sector. The sample in this research consisted of 120 employees who worked in the creative industries in Indonesia who were determined using a purposive sampling approach. Data collection uses a questionnaire instrument which is then distributed online. Data analysis uses the SPSS application by displaying the results of data processing through validity and reliability tests, multiple regression analysis, coefficient of determination and hypothesis testing. Based on the results of data analysis, it is stated that transformational leadership, work environment, and job satisfaction have a positive and significant effect on employee retention. This research highlights the importance of adaptive leadership and a conducive work environment in retaining millennial talent which is vital for maintaining innovation and competitive advantage in the creative sector.

Effects of compensation, informal organization, and commitment on employee retention and productivity in selected banks Ashanti Region, Ghana: The moderating role of job satisfaction

In the new global economy, employee productivity has become a central issue of study. The financial services sector in Ghana has garnered significant attention in recent years. Given the growing inefficiencies in the Ghanaian banking industry, which has resulted in the revocation of operational licenses for some banks, this study aims to examine the impact of compensation, informal organization, and commitment on employee retention and productivity. Additionally, the study seeks to explore the moderating role of job satisfaction in selected private and public banks in the Ashanti region. The study utilized a quantitative research approach, sampling 270 respondents from the selected public and private banks in the Ashanti Region using a simple random sampling technique. For data analysis, the study employed multiple linear regression and utilized the PROCESS MACRO for SPSS version 25. The findings indicate that compensation, commitment, and informal organization exert a positive influence on employee retention, thereby affecting productivity. Furthermore, the study revealed that job satisfaction significantly moderates the relationship between compensation and employee retention, but it does not significantly moderate the relationship between informal organization and employee retention. Similarly, job satisfaction does not significantly moderate the relationship between commitment and employee retention.

The Influence of Work-Life Balance Policy, Work Culture, and Managerial Support on Employee Retention in Creative Industries in West Java

This study investigates the effect of work-life balance policies, work culture, and managerial support on employee retention in creative industries in West Java through quantitative analysis. A sample of 150 employees from various sectors within the creative industry participated in the study. Data were collected using structured surveys measuring perceptions of work-life balance policies, work culture, managerial support, and employee retention intentions. Structural Equation Modeling with Partial Least Squares (SEM-PLS) was employed to analyze the relationships between the variables. The results indicate significant positive relationships between work-life balance policies, work culture, managerial support, and employee retention intentions. These findings underscore the importance of fostering a supportive and conducive work environment in promoting employee retention within the dynamic landscape of the creative industries. The study contributes to the existing literature by providing insights into effective strategies for enhancing employee retention in creative industries in West Java.

Global challenges of the mining industry: Effect of job insecurity and reward on turnover intention through job satisfaction

Orientation: This research focusses on the dynamics of job insecurity, job satisfaction and employee turnover intentions in the Indonesian mining industry facing significant global and local economic challenges.Research purpose: This research aims to investigate the influence of job insecurity and rewards on the turnover intentions of employees with job satisfaction as a mediating variable in the mining industry of Indonesia.Motivation for the study: This research is based on the observation that the mining industry faces high turnover rates, which can be detrimental to company operations and sustainability.Research approach/design and method: This research uses a quantitative approach by collecting data through surveys distributed to employees in various mining industries. The population in this study were employees of the mining industry in PT Vale Indonesia, totalling 3044 employees, and a sample of 230 respondents was taken at random.Main findings: The main findings show that job insecurity negatively influences job satisfaction, increasing employee turnover intentions. However, when companies implement a fair and adequate reward system, the negative impact of job insecurity on job satisfaction and turnover intentions can be minimised.Practical/managerial implications: The practical implication of this research is the importance of the mining industry developing human resource management strategies that not only focus on competitive compensation but also create a stable and satisfying work environment.Contribution/value-add: This research provides an important contribution to the development of human resource management by highlighting the mediating role of job satisfaction in the relationship between job insecurity and turnover intentions. These findings provide new insights for companies in overcoming employee retention challenges with a holistic approach and good reward system.

Technology Trends Revolutionizing the World of Work- Auto Industry Perspective

Aim/Purpose: Disruptive technologies impact business cycles and work practices, paving the way for new-generation manufacturing trends. Organizations are constantly working to introduce products with a higher degree of innovation, catering to customer demands in the market. Background: The automobile industry plays a significant role in applying disruptive technologies while proving value to all stakeholders. The technological disruptions in the auto sector can potentially change the relationship between consumers and the automobile while impacting business trends and work practices. Methodology: Various scholarly research material was reviewed to understand the impact of technology disruptions on manufacturing methods, work practices, employee engagement, and skill development. Secondary data analysis was conducted for this qualitative and descriptive study. Contribution: This paper helps to understand the impact created by various technologies in the auto sector on employee retention—the role of man- Machine collaboration in creating job satisfaction among employees. Findings: Besides automation and digitalization, AI, Robotics, and Mechatronics play a crucial role in the sector's evolution. The study findings help us understand the impact of technology on manufacturing and business practices. Recommendation for Practitioners: Investment in training the workforce and embracing collaboration helps employees to benefit from the real world of work. Recommendation for Researcher: To ensure the relevance of research studies, practitioners and researchers should maintain a collaborative approach, using research insights to inform business strategies. Impact on Society : Analyze how technologies like collaborative robots (cobots) are integrated into manufacturing processes and their impact on job roles and efficiency. Technology continues to evolve, so societies shall proactively address challenges and leverage opportunities to take advantage of these innovations. It is the role of government policymakers, industry stakeholders, and educators to shape the auto industry's future in a way that maximizes the benefits to society from technological innovation. Future Research : The study's scope is to be done quantitatively by covering OEMs all over India. It discussed disruptive technology in general. Specific technological advancements can be analysed to dive deep into the phenomenon. A similar study could be undertaken in another industry besides the automobile.

The influence of green quality of work life, green employee engagement, and green rewards on green employee retention in SME employees

One of the biggest challenges for employers is retaining employees, who are crucial for enhancing company performance, especially in SMEs. This research aims to determine the influence of Green Quality of Work Life, Green Employee Engagement, and Green Rewards on Green Employee Retention. The study employs a quantitative approach, sampling 204 SME employees in Indonesia, determined using the Slovin formula with a 7% margin of error. Quota sampling techniques and questionnaires distributed via Google Forms were used for data collection. The analytical tool used is SEM PLS version 4, incorporating validity and reliability testing, Fornell-Larcker Criterion, Heterotrait-Monotrait Ratio, and hypothesis testing, with responses measured on a 5-point Likert scale. The results indicate that Green Quality of Work Life does not significantly affect Green Employee Retention. However, Green Employee Engagement and Green Rewards have a significant impact on Green Employee Retention. The theoretical contribution of this research lies in the application of financial motivation theory, particularly regarding the lowest mean of the first indicator. This theory could be valuable as a moderator in future research models. Practically, the study suggests that increasing salaries and providing knowledge and training as forms of additional expertise can enhance employee retention.