• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.1181-1191
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• 2021

This study aims to investigate the impact of workplace safety on doctors' retention and turnover intention along with job satisfaction as the mediator. A questionnaire-based survey was conducted with 394 medical doctors working in thirty-five hospitals in Pakistan using a structural equation modeling. Results of the study showed that: 1) workplace safety has a significant positive relationship with employee retention; 2) workplace safety has a significant negative relationship with turnover intention; 3) workplace safety has a significant positive relationship with job satisfaction; 4) job satisfaction has a significant positive relationship with employee retention; 5) job satisfaction has a significant positive relationship with turnover intentions; 6) job satisfaction mediates between workplace safety and employee retention; while 7) job satisfaction failed to mediate between workplace safety and turnover intentions. The findings of the study suggest that in a fear-free and safe environment, employees' chance to stay will increases. The study also suggests that dissatisfied employees do not need to leave the organization. There can be other factors that can be explored in future studies. This study also provides a practical implication for the doctors' low retention and high turnover, specifically in the healthcare sector of Pakistan by providing guidelines to the human resource executives to focus on the strategic implementation of workplace safety.

• The Journal of Asian Finance, Economics and Business
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• v.10 no.2
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• pp.91-97
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• 2023

In the current era of globalization, financial and banking organizations have been facing ever-growing challenges in the global market regarding retention, customer satisfaction, commitment, engagement, proper services, and the belief of their employees. Employees are regarded as an enormous asset for every organization that plays an important role in achieving the vision of the company. The objective of this study is to explore the determinants of bank employee retention and its impact on an organization in the context of Bangladesh. In terms of research purpose, non-probability convenience sampling has been used in this study, and the targeted population was the commercial bank employees of Bangladesh. In terms of data collection, the researchers have used the adopted questionnaires from previous studies. In this study, the total sample size was 180, and a questionnaire was sent to the respondents through e-mails. For analyzing the collected data, SPSS 26.0 version has been used to test the study model and the proposed hypotheses. This study shows that there were four independent variables training and development, organizational culture, job satisfaction, and career development have a positive and significant impact on employee retention. So, the bank management should organize the retention program for the welfare of the employees.

• The Journal of Asian Finance, Economics and Business
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• v.9 no.3
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• pp.171-180
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• 2022

Employee retention is becoming a crucial idea for businesses that aim to improve their performance, resulting in an increasing emphasis on the topic in today's society. Employee retention refers to an organization's ability to retain its employees. The retention of workers may be viewed as a technique used by companies to retain their personnel since it is linked to employer efforts to maintain their staff. Online surveys were initially done between April and July 2021. Furthermore, the study's primary focus was employees of small and medium enterprises. To collect data, the questionnaires were distributed through Google forms. The survey used a snowballing technique because the questionnaires were circulated among the participants. Based on the results, the research found that Perceived Organizational Support (POS) and Perceived Organizational Justice (POJ) mediate the relationship of Value Congruence (VC) and Job Characteristics (JS) and employee retention in the Lebanese Retail Sector. Employees appreciate POS because it satisfies their desires for acceptance, esteem, and connection and offers comfort during times of stress. Employers must give priority to equal effort to ensure equitable treatment for workers at work. By integrating justice and equality in all departments, the performance of workers may be enhanced.

• Journal of Distribution Science
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• v.12 no.1
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• pp.29-33
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• 2014

Purpose - The focal point of this research is to study the implications of retention, various reasons for attrition and also different ways to control attrition along with the employee retention strategies implementing by the Indian IT sector. Research design, data and methodology - After thorough literature review on employee attrition and retention, questionnaire has prepared to collect the opinions of 200 employees which were chosen from 20 IT companies (10 each from large and medium size companies) with simple random sampling technique and also gathered the opinion of these companies HR managers on strategies they are implementing to retain their talent pool through personal and telephonic interviews. Results -The research completely limited to the IT companies located in the city of Pune which is emerged as a new IT hub of India. The collected data was analyzed with Microsoft Excel and frequency distribution. Conclusions - The researchers identified job associated, compensation related and inter-personal relations for quitting their positions along with the outlook of Indian IT companies related to the identification and implementation of retention strategies like incessant hikes in compensation package, improved working conditions, continuous introduction of employee welfare facilities, and genuine promotional policy, recognition and rewards, career planning and development, and exemplary leadership.

• The Journal of Industrial Distribution & Business
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• v.14 no.12
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• pp.23-31
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• 2023

Purpose: The primary objectives of this research are: (1) To examine the current situation of employee welfare in diverse workplace settings. (2) To explore and identify the different challenges that affect employees' overall well-being. (3) To examine and establish the importance of consultation as a strategic tool in addressing these challenges and enhancing employee welfare. Research design, data and methodology: The first step of the research design is the identification of databases, search terms, and filters. A thorough search will be conducted across respectable academic databases, journals, and pertinent sources using keywords and controlled vocabulary about consultation, employee welfare, and related concepts. The next step is full-text assessment, which verifies compliance with the research question and assesses the caliber of the methodology. Results: According to the previous evidence, the significant benefits of effective consultation for employee welfare have been highlighted: 1. positive impact on productivity in the workplace, 2. Effective consultation Improves employee's engagement, 3. Effective consultation Increases employee retention, and 4. Effective consultation facilitates trust in a corporate communication. Conclusions: The study has identified four main advantages: enhanced productivity, enhanced engagement, increased retention, and enhanced trustbuilding. These findings provide insightful information for practitioners looking to foster positive workplace cultures and improve organizational success.

• Journal of Information Technology Services
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• v.16 no.1
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• pp.1-26
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• 2017

Keeping good, talented people is one of the most significant factors in a company's success. HR analytics is an important area for applying big data analysis techniques to human resources. It provides organizational insight that enables effective management of employees, allowing management to reach their business goals quickly and efficiently. Job satisfaction and employee turnover analysis are the keys to HR analytics. Job review web services have been becoming popular. Because people exchange information about job satisfaction and turnover through these web services, useful information about HR Analytics is accumulated on the job review web sites. In this paper, we identified factors of employee retention by analyzing a Job Satisfaction/Retention group, and the factors of employee turnover by analyzing a Job Unsatisfaction/Turnover group. In order to do this, we first classified employees according to whether their self-reported job satisfaction or turnover was true. We collected and analyzed data from Jobplanet, a popular job review site. Through dominance analysis and LDA topic modeling, we found major factors, topics, and keywords of the classified groups by IT, service, and manufacturing domains. Our approach is a novel model to apply the analysis of reviews and text mining to the HR domain, and it will be practically helpful for setting new strategies that improve job satisfaction.

• Journal of Convergence for Information Technology
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• v.10 no.12
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• pp.256-265
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• 2020

This study examines the effects of perceived service employee support on customer's negative silence, defensive silence and acquiescent silence, and the effects of such negative silence on relationship retention intention. Through this, we would like to discuss the negative effects of customer's negative silence and suggest strategies to reduce negative silence. This study employed questionnaire survey. The total number of questionnaires used in the final analysis was 220. A structural equation model was used for hypothesis analysis. As a result, the perceived service employee support has a significant negative effect on the defensive silence and acquiescent silence in the failure situation. In addition, acquiescent silence had a significant negative effect on relationship retention intentions and defensive silence had no significant effect on relationship retention intentions. Acquiescent silence had a higher negative effect on relationship maintenance intention than defensive silence, indicating that acquiescent silence was worse than defensive silence.

• Journal of Korean Society of Industrial and Systems Engineering
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• v.23 no.58
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• pp.119-128
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• 2000

The purpose of this study was to verify the determinants of person-organization(P-O) fit and its effects on job satisfaction and turnover intention. As a result of empirical survey, value congruence, job choice decision and similar occupation are confirmed as factors that affect on P-O Fit. And the effect of P-O fit on job satisfaction and turnover intention was significant. This findings indicated that P-O fit model can be used for organization to improve employee performance. Some limitations of this study and strategic application of P-O fit model for employee selection and retention were also discussed.

• International Journal of Computer Science & Network Security
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• v.21 no.11
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• pp.278-286
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• 2021

The aim of this paper is to examine the importance of skills development in the process of employee performance. As part of this research, we will seek to determine the nature and extent of skills development impact in improving employee performance. This research project is one of the new themes that some researchers have started in recent years. The novelty of this theme is the inclusion of the skill development factor. This factor is likely to have a positive impact on employee motivation and performance. Some of the factors already known to have an impact on employee performance, such as motivation, career development, training, and experience, will be adopted. It is assumed that the results of this research will have a positive impact on employee performance and employee retention.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.12
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• pp.541-551
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• 2021

One of the most important aspects of any firm is to motivate its employees to go the extra mile. In order to do work properly, people must be motivated. The total effectiveness and efficiency of workers, as well as a company's performance, is directly related to the degree of motivation of those who work there. On the other hand, demotivated personnel do not put much effort and, when they get a better opportunity, leave their places of employment. For Survey, this study used online Google forms to collect data from September 2021 to October 2021. The target demographic for the research was those who worked for Lebanon's private businesses. The poll was conducted in English, the second language of Lebanon. Furthermore, 179 workers (N = 179) were utilized for this research. The research suggests that fun events and support for fun managers enable workers to connect informally and help people know each other better, creating an environment that promotes friendship building. Based on these connected reasons, fun activities and the support of managers for fun are considerably linked to turnover.