BUILDING LASTING BONDS: EXPLORING EFFECTIVE EMPLOYEE RETENTION TECHNIQUES IN CONTEMPORARY ORGANIZATIONS

Saw. Mu. Shamoel Haque

Abstract


In the context of modern workplace contexts, employee retention is a crucial topic that is explored in this research study. Fostering strong relationships with employees has become essential in firms' quest to keep their competitive advantages. The goal of this study is to identify and evaluate a variety of employee retention tactics that work well in contemporary organizations. This research identifies essential strategies covering professional development, work-life balance, inclusive organizational culture, recognition programs, and flexible benefits through thoroughly examining existing literature and empirical investigation. The results give corporate executives, human resource professionals, and academics useful information that they can use to create complete strategies that will improve employee retention, job satisfaction, and overall organizational performance.

 

Article visualizations:

Hit counter


Keywords


employee retention, organizational techniques, modern workplace, lasting bonds, effective strategies

Full Text:

PDF

References


A. K., B. (1957). Selection and Retention of Civil Engineer Employees. Indiana: Highway Research Project, Purdue University Lafayette, Indiana, Projoet No. C-36-54 File No. 3-3-.

Abdullah, N., Shonubi, O., Hashim, R., & Hamid, N. (2016). Recognition and Appreciation and its Psychological Effect on Job Satisfaction and Performance in a Malaysia IT Company: Systematic Review. IOSR Journal of Humanities and Social Science (IOSR-JHSS) Volume 21, Issue 9, Ver. 6, 47-55.

Abegglen, & C., J. (n.d.). The Japanese Factory. Aspects of Its Social Organization. Free Press. Glencoe. IL.

Ahsan, N., Gun Fie, D. Y., Foong, Y. P., & Alam, S. S. (2013). Relationship between retention factors and affective organizational commitment among knowledge workers in Malaysia. Journal of Business Economics and Management Volume 14(5), 903–922.

Al‐Khayyat, R. (1998). Training and development needs assessment: a practical model for partner institutes. Journal of European Industrial Training, 22(1), 18-27.

Andreassi, J., & Thompson, C. (2008). Work-family culture: Current research and future directions. Handbook of work-family integration, 331-351.

Anis, A., Nasir, A., & Safwan, N. (2011). Employee retention relationship to training and development: A compensation perspective. African journal of business management, 5(7), 2679-2685.

Arbab-Khan, D., Mahmood, B., Ayoub, M., & Hussain, S. (2011). An empirical study of retention issues in hotel industry: A case study of Serena Hotel, Faisalabad, Pakistan. European Journal of Economics, Finance and Administrative Sciences, 29(29), 7-18.

Ashford, S., & Bobko, P. (1989). Content, Causes, and Consequences of Job Insecurity: A Theory-Based Measure and Substantive Test. Academy of Management Journal, 803-829.

Bashir, S., & Ramay, D. I. (2008). Determinants of organizational commitment: a study of information technology professionals in Pakistan. Journal of Behavioral and Applied Management, 226-238.

Bhatnagar, D. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee relations, 640-663.

Boxall, P., Macky, K., & Rasmussen, E. (2003). Labour turnover and retention in New Zealand: The causes and consequences of leaving and staying with employers. Asia Pacific Journal of Human Resources, 41(2), 196-214.

Chatman, J. (1989). Improving interactional organizational research: A model of person-organization fit. Academy of Management Review, 333-349.

Crawley, S. (2013, 13 August). 12 must-know models and theories on employee retention. Retrieved from www.gomada.co: https://www.gomada.co/blog/models-and-theories-on-employee-retention#:~:text=The%20resource%2Dbased%20employee%20retention%20theory%20(RBV)&text=Another%20important%20employee%20retention%20theory,you%20can%20reduce%20retention%20issues.

Das, B. L., & Baruah, D. (2013). Employee Retention: A Review of Literature. IOSR Journal of Business and Management (IOSR-JBM) Volume 14, Issue 2, 08-16.

Davidson, M., Timo, N., & Wang, Y. (2010). How much does labour turnover cost? A case study of Australian four‐and five‐star hotels. International journal of contemporary hospitality management, 22(4), 451-466.

Davy, J., Kinicki, A., & Scheck, C. (1991). Developing and testing a model of survivor responses to layoffs. Journal of Vocational Behavior Volume 38, Issue 3, 302-317.

Dysvik, & Kuvaas. (2010). Exploring the relative and combined influence of mastery‐approach goals and work intrinsic motivation on employee turnover intention. Personnel Review Volume 39 Issue 5, 622-638.

Garavan, T. (1997). Training, development, education and learning: different or the same? Journal of European Industrial Training, 21(2), 39-50.

Garg, P., & Yajurvedi, D. (2016). Impact of Work-Life Balance Practices on Employees Retention and Organizational Performance – A Study on IT Industry. Indian Journal of Applied Research Volume 6, 105-108.

Hassan, W., Razi, A., Qamar, R., Jaffir, R., & Suhail, S. (2013). The Effect of Training on Employee Retention. Global Journal of Management and Business Research Administration and Management Volume 13 Issue 6 Version 1.0, 16-20.

Hocquet, L. (1999). Vocational training as a force for equality? Training opportunities and outcomes in France and Britain. International Journal of Manpower, 20(3/4), 231-255.

Izidor, N., & E.B.J, I. (2015). Nexus between leadership styles, employee retention and performance in organizations in Nigeria. European Scientific Journal, 185-209.

Kim, S. (2005). Factors affecting state government information technology employee turnover intentions. The American Review of Public Administration, 137-156.

Kyndt, E., Dochy, F., Michielsen, M., & Moeyaert, B. (2009). Employee Retention: Organisational and Personal Perspectives. Vocations and Learning, 195-215.

Leslie B., H., Talya N., B., & Alicia A., G. (2003). Work-family conflict and work-related withdrawal behaviors. Journal of Business and Psychology, 419-436.

Marren, P., & Kennedy Jr, P. (2010). Scenario planning for economic recovery: short‐term decision making in a recession. Strategy & Leadership, Volume 38 Issue 1, 11-16.

Mcleod, S. (2023, 26 July). Maslow's Hierarchy Of Needs. Retrieved from Simply Psychology: https://www.simplypsychology.org/maslow.html?ez_vid=2cae626a2fe896279da43d587baa3eb663083817

Mitchell, T., & Albright, D. (1971). Expectancy Theory Predictions of Job Satisfaction, Job Effort, Job Performance, and Retention of Naval Aviation Officers. Organisational Research University of Washington Seattle, Washington, TR 71-17, 1-25.

Nawab, D., & Bhatti, K. (2011). Influence of employee compensation on organizational commitment and job satisfaction: A case study of educational sector of Pakistan. International Journal of Business and Social Science.

Oi-ling, S., & Phillips, D. (2006). Research on Family-Friendly Employment Policies and Practices (FEPPs). Hong Kong: Commissioned by the Equal Opportunities Commission and the Women's Commission.

O'Malley, M. (2000). Creating commitment: How to attract and retain talented employees by building relationships that last. John Wiley & Sons.

Parasuraman, S., & Simmers, C. (2001). Type of Employment, Work-Family Conflict, and Well-Being: A Comparative Study. Journal of Organizational Behavior 22(5), 551 - 568.

Regnér, H. (2002). The effects of on‐the‐job training on wages in Sweden. International Journal of Manpower, 23(4), 326-344.

Samuel, M. O., & Chipunza, C. (2009). Employee retention and turnover: Using motivational variables as a panacea. African journal of business management, 3(9), 410-415.

Schultz, W. (2015). Neuronal reward and decision signals: from theories to data. Physiological Reviews, 95(3), 853-951.

Shakeel, N., & But, S. (2015). Factors Influencing Employee Retention: An Integrated Perspective. Journal of Resources Development and Management Volume 6, 32-49.

Sheridan, J. (1992). Organizational culture and employee retention. Academy of Management Journal, 1036-1056.

SHRM. (2023, 13 August). Managing for Employee Retention. Retrieved from www.shrm.org https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managing-for-employee-retention.aspx

Singh, A. (2013). An analysis of employee retention in its industry. Asian Journal of Multidisciplinary Studies, 55-60.

Tessema, M., Ready, K., & Embaye, A. (2013). The Effects of Employee Recognition, Pay, and Benefits on Job Satisfaction: Cross Country Evidence. Journal of Business and Economics Volume 4, No. 1, 1-12.

Ulla, K., & Saija, M. (1998). Antecedents and outcomes of work-family conflict among employed women and men in Finland. Human Relations, 51(2), 157-177.

Vos, A. D., & Meganck, A. (2008). What HR managers do versus what employees value: Exploring both parties' views on retention management from a psychological contract perspective. Personnel Review, 45-60.

White, P. (2016). Appreciation at Work training and the Motivating by Appreciation Inventory: development and validity. Strategic HR Review, 15(1), 20-24.

Zehava, R., & Ayalla, R. (1996). A test of a multidimensional model of job insecurity: The case of Israeli teachers. Journal of Organisational Behaviour, 587- 605.




DOI: http://dx.doi.org/10.46827/ejhrms.v7i1.1561

Refbacks

  • There are currently no refbacks.


Copyright (c) 2023 European Journal of Human Resource Management Studies

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2017-2023. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.