scholarly journals Effects of Employee Engagement on Employee Retention Strategies at the Christian Council of Zimbabwe

2020 ◽  
Vol 8 (2) ◽  
Author(s):  
Lynch Vurande Zindove ◽  
Gibbet Murambiwa Magaisa
Keyword(s):  
Employee Engagement ◽  
Employee Retention ◽  
Retention Strategies

The revolving door effect: Innovations in employee retention strategies

2009 ◽  
Author(s):  
Laura A. Steighner ◽  
Fred A. Mael ◽  
Dana E. Sims ◽  
Michael Ingerick
Keyword(s):  
Employee Retention ◽  
Revolving Door ◽  
Retention Strategies

Employee Online Communities

2022 ◽  
pp. 425-440
Author(s):  
Shirin Alavi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Online Communities ◽  
Employee Retention ◽  
Mission Statement ◽  
Internal Communication ◽  
Corporate Values ◽  
The Past ◽  
The World

This chapter seeks to impart understanding of the role of employee online communities for enhanced employee engagement and retention in an organization. The highly engaged and motivated employees would contribute more towards accomplishing the organizations goals. The various research studies conducted in the past across the world identify job satisfaction as a major determinant of employee engagement and retention. The role of internal communication through employee online communities of organizations or intranets is theoretically suggested to be a major influencer for the enhancement of employee engagement efforts. This can help to enhance and support culture, corporate values, mission statement, and annual company goals. The purpose of this chapter is to investigate the role that the employee online communities of organizations play in order to support the twin objectives of employee retention and engagement. Engaging employees can be the catalyst for inducing positive change among employees and, as a result, boosting an organization's success.

scholarly journals Servant Leadership Style and High-Performance Work System Practices: Pathway to a Sustainable Jordanian Airline Industry

2019 ◽  
Vol 11 (22) ◽  
pp. 6191 ◽  
Author(s):  
Rawan Alafeshat ◽  
Cem Tanova
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Airline Industry ◽  
Employee Satisfaction ◽  
Employee Retention ◽  
High Performance ◽  
Time Lag ◽  
Equation Modeling ◽  
Full Time

The purpose of this study is to examine how servant leadership (SL) and high-performance work systems (HPWS) practices enable organizational performance, as shown by employee retention and employee satisfaction. Data was obtained from 300 full time employees in a private airline company in Jordan. The data was collected in three rounds, each separated by one-week time-lag. Structural equation modeling was used to test the proposed relationships and revealed that both servant leadership and HPWS practices were positively linked with employee satisfaction and retention, which were used as indicators of organizational sustainability. In order to understand how servant leadership and HPWS influence employee satisfaction and retention, we investigated the mediating role of employee engagement and discovered that it serves as a critical mechanism. The study affirmed that, in line with studies carried out in the west, servant leadership is also an effective leadership characteristic in the context of Jordan. Furthermore, the study helps to clarify the reason that servant leadership and HPWS lead to positive outcomes, due to the fact that these improve the engagement of employees. Thus, we understand that the increases in employee retention and satisfaction are due to the enhanced engagement of employees, and we show that engagement can be improved both by servant leadership and the application of HPWS in organizations. Consequently, the effectiveness and sustainability of the airline companies in Jordan will need to focus on primarily improving employee engagement.

scholarly journals Servant Leadership Impact on Organizational Performance: The Mediating Role of Employee Engagement

2019 ◽  
Vol 9 (3) ◽  
pp. 85
Author(s):  
Rawan Alafeshat ◽  
Farida Aboud
Keyword(s):  
Servant Leadership ◽  
Organizational Performance ◽  
Employee Engagement ◽  
Employee Satisfaction ◽  
Structural Equation ◽  
Employee Retention ◽  
Equation Modeling ◽  
Mediating Role ◽  
Leadership Impact

The current study, which purposed to examine the mediating role of Employee Engagement (EE) in the relationship of Servant Leadership (SL) with the Organizational Performance (OP), was carried out in Jordan. The researchers distributed a questionnaire to 277 participants working in the private airline sector. The study’s findings showed that SL was positively linked with Employee Satisfaction (ES) and Employee Retention (ER) as indicators for OP. Finally; the findings indicated that EE partially mediates the relationships of SL with employee satisfaction and employee retention. The current research is the first empirical study of the airline sector in Jordan. It is also the first to focus on EE as a mediator of the effect of SL and employee retention using Structural Equation Modeling (SEM) for analyzing the data collected from employees working in the airline sector.

The Influence of Employer Branding on Employer Attractiveness and Employee Engagement and Retention

2020 ◽  
Vol 11 (4) ◽  
pp. 48-69
Author(s):  
Nasser Fathi Easa ◽  
Ayman Mahmoud Bazzi
Keyword(s):  
Employee Engagement ◽  
Employee Retention ◽  
Empirical Studies ◽  
Main Tool ◽  
Employer Branding ◽  
Topic Analysis ◽  
The Past ◽  
Research Findings ◽  
Employer Attractiveness

This paper aims to review the literature over the past 10 years related to employer branding by shedding light on its role of enhancing employer attractiveness, employee engagement, and retention. The paper offers a better understanding for the literature gap related to the employer branding field. A systematic review of 33 articles published between 2010 and 2019 was conducted in which the reviewed papers were classified depending on electronic databases, namely Emerald, Science Direct, and Business Source Complete. The research findings were analyzed based on two classifications: descriptive and main topic analysis. The majority of the reviewed articles were empirical studies published during the year 2018, revealing the importance of employer branding by creating employer attractiveness, employee engagement, and employee retention, in addition to focusing on employee retention as a main tool for achieving a competitive advantage.

scholarly journals The effectiveness of employee retention through an uplift modeling approach

2020 ◽  
Vol 41 (8) ◽  
pp. 1199-1220 ◽  
Author(s):  
Evy Rombaut ◽  
Marie-Anne Guerry
Keyword(s):  
Human Resources ◽  
Treatment Effect ◽  
Employee Retention ◽  
Average Treatment Effect ◽  
Practical Implementation ◽  
Retention Strategies ◽  
Content Type ◽  
Actual Effect ◽  
Personalised Treatment ◽  
The Right

PurposeThe main goal of employee retention is to prevent competent employees from leaving the company. When analysing the main reasons why employees leave and determining their turnover probability, the question arises: Which retention strategies have an actual effect on turnover and for which profile of employees do these strategies work?Design/methodology/approachTo determine the effectiveness of different retention strategies, an overview is given of retention strategies that can be found in the literature. Next, the paper presents a procedure to build an uplift model for testing the effectiveness of the different strategies on HR data. The uplift model is based on random forest estimation and applies personal treatment learning estimation.FindingsThrough a data-driven approach, the actual effect of retention strategies on employee turnover is investigated. The retention strategies compensation and recognition are found to have a positive average treatment effect on the entire population, while training and flexibility do not. However, with personalised treatment learning, the treatment effect on the individual level can be estimated. This results in an ability to profile employees with the highest estimated treatment effect.Practical implicationsThe results yield useful information for human resources practitioners. The personalised treatment analysis results in detailed retention information for these practitioners, which allows them to target the right employees with the right strategies.Originality/valueEven though the uplift modelling approach is becoming increasingly popular within marketing, this approach has not been taken within human resources analytics. This research opens the door for further research and for practical implementation.

Enhancing the Job Satisfaction Level through Dimensions of Employee Engagement: An Empirical Study on Private Sector Bank Managers

2015 ◽  
Vol 7 (1) ◽  
Author(s):  
Poornima Tejpal
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Employee Engagement ◽  
Employee Retention ◽  
Banking Sector ◽  
Well Being ◽  
Descriptive Statistics ◽  
Satisfaction Level ◽  
Bank Managers ◽  
Private Banking

The purpose of the study is to analyze how the of job satisfaction level can be enhanced through employee engagement and its dimensions namely, vigour, dedication and absorption. Augmenting the job satisfaction levels can increase the employee retention in organizations. Research has proved that engaged employees can act as competitive advantage for organizations and creates quality workforce that is fully committed. The study was administered on 96 Managers who were representatives of 4 private sector banks in Delhi/NCR. Variables in the study were assessed using validated instruments. Descriptive Statistics, Correlation and Regression were used for data analysis. Indian private banking sector has undergone incredible change in the last few decades. Due to enormously competitive scenario, it is relevant to note that banks need to distinguish themselves from each other. Enough research has been on the concept of employee engagement and its vitality to employees well-being, but there is limited research on employee engagement dimensions and relation between job satisfaction. The current research is imperative in providing insights into relation between employee engagement dimensions and its impact on job satisfaction levels.

Assessing possible outcomes regarding organisational justice in the financial services industry

2019 ◽  
Vol 3 (1) ◽  
pp. 51-63
Author(s):  
Viwe Mrwebi
Keyword(s):  
Distributive Justice ◽  
Employee Engagement ◽  
Financial Services ◽  
Employee Retention ◽  
Interactional Justice ◽  
Positive Influence ◽  
Primary Objective ◽  
Financial Services Industry ◽  
Organisational Justice ◽  
Services Industry

Organisational justice has captured the interest of scholars in recent years since it is associated with the perceptions of an individual, to the presence of fairness in an organisation. It thus captures what an individual feel or evaluates to be, morally correct rather than viewing it to be something prescriptive. The primary objective of this study is to assess the possible outcomes regarding organisational justice within the South African financial services industry. A quantitative research design was employed. Non- probability sampling was used and 436 usable questionnaires were returned. The empirical results reveal that trustworthiness of management, intrinsic and extrinsic rewards, organisational transparency and organisational climate have positive influence on procedural-interactional justice and distributive justice, while employee engagement is founded to have no significant influence on both procedural-interactional justice and organisational distributive justice. Furthermore, both procedural-interactional justice was found to have a positive influence on both organisational citizenship behaviour and reputable employee retention, while organisational distributive justice had positive influence on organisational citizenship behaviour and reputable employee retention

Employee Retention Strategies in IT Industry A Study of select it Companies in Bengaluru City

2021 ◽  
pp. 209-214
Author(s):  
Manoj S ◽  
Renee Namratha
Keyword(s):  
Employee Retention ◽  
Research Work ◽  
Demographic Variables ◽  
Specific Reference ◽  
It Industry ◽  
Retention Strategies ◽  
Organizational Goals ◽  
Significant Difference ◽  
Organizational Variable ◽  
Work Done

The background of the study with regards to the employee retention strategies in the IT industry to ascertain the organizational effectiveness and the theoretical framework. The findings of the research work done on the Employee Retention Strategies in IT industry with specific reference to Bengaluru City. The result shows the significant difference between demographic variables of employees in the IT industry, organizational variable and its effectiveness. The IT industries need to find a way to increase employee retention to achieve more organizational goals. Moreover, the organization should understand the potential grievances that prevent employees from leaving. IT industry that continually seeks to improve HR practices and there is no single policy to retain the employees.

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