Study on Determining Factors of Employee Retention

Bodjrenou, Kossivi; Xu, Ming; Bomboma, Kalgora

doi:10.4236/jss.2016.45029

Cited by 168 publications

(147 citation statements)

References 57 publications

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“…An atmosphere where resources to work were provided nicely with flexible working environment created the employee retention. A factor of fun or enjoyment at workplace may be helpful to increase the job satisfaction among employees [8].…”

Section: Job Satisfactionmentioning

confidence: 99%

Effects of Job Organizational Culture, Benefits, Salary on Job Satisfaction Ultimately Affecting Employee Retention

Iqbal¹,

Guo-hao²,

Akhtar³

2017

Review Pub Administration Manag

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Employee retention is very critical issue these days. Cost of losing talented, experienced and skilled workers is much higher then the cost of hiring new ones. Therefore, it is more critical for the organizations to retain their best talent with them. In this study a relationship is developed between job satisfaction, organization culture, benefits and salary to check their influence on employee retention. The relatedness of these variables with the motivational theories has also been measured. Employee retention is critical in today's competitive advantage. Job satisfaction is the key variable which makes the higher or lower levels of employee retention at any organization. Moreover, organizational culture also plays an effective role in retaining the best talent within the organization. As loyalty and strategic commitment among all employees regardless of job can be enhanced through the organizational cultures as it emphasizes on teamwork, security and respect of individual employees.Besides this, benefits and salary are also strong determinant of employee retention at organization. There is a significant relationship between rewards offered by a firm and employee satisfaction for the employees to work for the organizations for longer time duration. High level of pay and benefits as compare to other companies in the market, attract and retain high quality employees. Thus, these elements are directly related to employee retention at any organization.

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Section: Job Satisfactionmentioning

confidence: 99%

Effects of Job Organizational Culture, Benefits, Salary on Job Satisfaction Ultimately Affecting Employee Retention

Iqbal¹,

Guo-hao²,

Akhtar³

2017

Review Pub Administration Manag

View full text Add to dashboard Cite

show abstract

“…Based on their critical characters, they can be termed as the life-blood of an organization (Kossivi, Xu, & Kalgora, 2016). Moreover human resource is the most important factors of production in each and every industry, both in goods and service manufacturing.…”

Section: Literature Reviewmentioning

confidence: 99%

“…Employees are the most valuable assets of an organization. Their significance to organizations calls for not only the need to attract the best talents but also the necessity to retain them for a long term (Kossivi, Xu, & Kalgora, 2016).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Because it is the only resource which can think independently, act independently. Core employees make the difference and they are basic for the firm in order to reach their objectives (Balk in &Bannister, 1993;Gomez-Mejia & Balkin, 1992) as in (Kossivi, Xu & Kalgora, 2016). Further human being is innovative, creative, unique, and communicative.…”

Section: Introductionmentioning

confidence: 99%

“…The toughest challenge that organizations encounter nowadays is not only how to manage the people but also how to keep them on the job as long as possible and how to maintain them vigorous and ambitious (Kossivi, Xu, & Kalgora, 2016). Securing and retaining skilled employees plays an important role in the organizational process, because employees' "knowledge and skills" are central to companies' ability to be economically competitive" (Kyndt, Dochy, Michielsen, & Moeyaert, 2009).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Effect of employee welfare facilities on employee retention: a study of cabin crew employees in Sri Lankan airlines

Harshani

Welmilla

2017

Kelaniya J. Hum. Res. Mgt.

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The impact of talent management practices on employee turnover and retention intentions

Kumar¹

2021

Glob Bus Org Exc

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In a continuously changing business environment, it is the responsibility of the HR department in organizations to secure and retain the talent necessary for productivity and development. IT sector is one of the most growing sectors and facing the challenge of employee turnover at a high rate. The objective of the study was to investigate the contribution of talent management practices in employee retention. A descriptive study was conducted to find the impact of talent management strategies on employee retention. A multiple regression model was developed to analyze the relationship between the variable of talent management and employee retention. It was found that employees prefer to stay in an organization that provides the opportunity to develop and grow on the career ladder also the compensation plans are very helpful in attract and retain the employees. The study will be useful for planning, drafting, and executing various strategies to retain the employee. The study can be generalized to other sectors and there is the scope of future research with the other aspects of the workforce e.g. work-life balance, employee engagement in connection with employee retention.

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Study on Determining Factors of Employee Retention

Cited by 168 publications

References 57 publications

Effects of Job Organizational Culture, Benefits, Salary on Job Satisfaction Ultimately Affecting Employee Retention

Effects of Job Organizational Culture, Benefits, Salary on Job Satisfaction Ultimately Affecting Employee Retention

Effect of employee welfare facilities on employee retention: a study of cabin crew employees in Sri Lankan airlines

The impact of talent management practices on employee turnover and retention intentions

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