However, the universities in Nigeria are being threatened by their inability to attract and retain specialised, skilled and knowledgeable academic staff due to several crucial but avoidable reasons. Ranitha Weerarathna is a Lecturer in Human Resource Management of Sri Lanka Institute of Information Technology. Based on their critical character, they can be termed the life-blood of an organization. Links with the literature on the psychological contract also need to be more fully explored. However, this situation does not reduce the value of employees in an organization because technology requires human resources to operate. Retention is a complex concept and there is no single recipe for keeping employees with a company.
Based on the relationship found between these personal attributes and retention, human resource practitioners and industrial psychologists should utilise interventions to assist individuals to enhance their personal attributes in order to enhance their intention to stay. Management theorists say it lies behind the failure of U. In this context, social perspectives influencing employee well-being in organizations started to emerge as important contextual predictors of employee retention. Keywords: Employee Retention, Compensation, Work-life-balance, Work environment, Superior-subordinate relationship The aim of current study is to exam elements influencing retention among employees in private Syrian companies during the crisis. The second section addresses the statement that employer-sponsored training raises employees' wages and improves their employability more than other forms of training. They wanted to achieve this by having a better understanding of employees needs and then creating and communicating a compelling total reward proposition. Thus, all organizations expect to minimize the employee turnover to best possible level.
Journal of Interior Design, 27, 35-44. International Journal of Nursing Studies, 43, 237-263. The study focused on 100 employees holding middle managerial positions in various organizations. Since the current study setting was arranged in non-contrived setting with minimizing disturbance from the researcher. Data collection was based on primary data which collected using a self-administrated questionnaire.
A conducive environment can be defined as a flexible atmosphere where working experience is enjoyable, resources are adequately provided. An organisation spends huge amount of money on hiring people and training them still every year many businesses suffer from a huge loss of talent. Journal of Nursing Education, 45, 504-511. This study is concerned with why people stay with their employers. Human Resource Management Journal, 23, 72-90.
Purpose Integrating sustainability strategies with business processes is the most challenging task for industry professionals due to the lack of a proper understanding of sustainability concepts. Thus, this had made it crucially important and mandatory for companies to retain their existing employees, although it is a challenging issue encountered by firms across the globe. The biggest challenge that organizations are facing today is not only managing these resources but also retaining them. The International Journal of Human Resource Management, 24, 768-790. Research in Nursing and Health, 21, 415-427.
Various drivers responsible for engaging and retaining talent are studied by reviewing the existing literature. Data collected were analyzed using the deductive research methodology. To remain more competitive, organizations need therefore not to only attract the best talents but also to retain them on the job for a long term. Academy of Management Journal, 35, 1036- 1056. Customer clubs belong to the most important and particularly cost-intensive elements of customer retention systems.
The types of secondary data used are research journals and books. Public Administration Review, 71, 751-760. The authors have reviewed the existing body of work on these topics in order to arrive at an analysis of the practice of talent management and employee engagement and to successively measure its impact on the retention of employees. However multiple regression analysis indicated that training and development did not have any notable influence on retention. Keywords: Human Resource, Employee Retention, Determining Factors 1.
The objective of this literature review study is to analyze researches previous carried out in the field of employee retention to identify determining factors that are commonly identified by various researchers as the basis of their decision to stay in the organization. Employees have always been an integral part of an organisation and in this study an effort is put to realize the measures implemented to seek employee welfare in service sector by the way of making their work life contented. Secondly, through the gathering of a vast literature, a literature review is presented, where it initially provides an idea on what employee retention is, and through the gathered articles, four commonly identified factors were selected; compensation, work-life-balance, working environment and superior-subordinate relationship, and are comprehensively analyzed with literature and thereafter this finally concludes, with the conclusion that if the aim of employee retention is to be achieved, all these factors will have to be put into practice together, rather than individually, because only if all four are implemented together, will the objective of achieving employee retention be successful, both in the short and long term. Data were analyzed using regression, correlation and t-test analysis. Human Resource Management Journal, 13, 23-44.
The Cronbach's alpha of the questionnaire was found to be 0. Practical implications — This research has practical implications for practitioners due to the importance of retaining top talent for increased competitive advantage. A number of factors important for the retention of professional workers were identified from the literature. This paper examines the impact of the above factors over organization commitment and explores the effects of organization commitment on retention, and verifies the mediating effect of organization commitment on the relationship between proposed factors and retention. They are the most vital and dynamic resources of any organization. Hence, this study sought to investigate the relationship between rewards and employee retention in Ebonyi State public corporations.