Job Retention Research Papers - Academia.edu (original) (raw)

It is important to explore factors which contribute with the retention of employees in this period of employee shortages and increased service demands in the field of higher education in Kingdom of Saudi Arabia. This research study aimed to investigate on these factors with a focal intention of building a platform of high retention workplace. This inquiry, however was delimited to one of the branches of a fast growing private college which offer health science programs wherein all the teaching and non-teaching personnel are the respondents. This study revealed weak retention practices by the College in all of the established retention factors which include compensation and benefits, employee engagement, performance management, retention measures, and career development, hence; requiring an extensive review and modification of many administrative procedures which supposedly geared towards people management. Further, the demographic characteristics of the subjects of the study exposed the diverse workforce population demanding for effective retention measures which would translate into job satisfaction and improved retention rate, increased work performance and enhanced customer service. In addition, the documentary analysis divulged the dire need for people management strategy or advocating the people approach which leads to employee engagement and improved productivity at every level of services that the college offers. On the contrary, decoding perceived retention factors by the respondents of the study lead to the proposed retention management model reflecting specific retention measures that the academic institution should embark on.
KEYWORDS: Retention Factors, Retention Management Model, Job Retention

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- Educational Management, Job Turn Over, Employees’ Job Satisfaction, Job Retention

Human Resource Management has become an integral part of organizations with issues of staff motivation being the key to
overall corporate performance with regard to job retention. Over the years, employee motivation has remained a key human
resource challenge in many organizations. Despite the important role that staff motivation plays in organizations, there is
however scanty information on how different organizations approach it. In Kenya, for instance, there is limited knowledge
with regard to staff motivation in research organizations. This study which used the descriptive research method was
conducted among 131 employees of the Kenya Agricultural and Livestock Research Organization Sugar Research Institute.
The main objective of this study was to assess the role that staff motivational practices play in job retention within the
research service sector in Kenya. Based on the data, the study found out that there is a statistically significant positive and
strong relationship between staff motivation and job retention (r = 0.996, p < 0.05). Moreover, the findings confirmed that
there is a positive influence of staff motivation on job retention (β = 1.30). Findings from the study suggested that employees
are not motivated by the management of the Sugar Research Institute. In addition, the study established that employees
consider good compensation, recognition, reward, and good working environment as the main motivators although these are
not considered to be inadequate at the Sugar Research Institute. The findings concluded that the management has not put into
place a proper strategy to motivate staff. This study established that it is critical for human resource management especially
within research organisations to ensure that they implement enhanced motivational practices in order to retain their
employees

Objective - This study was conducted to identify the relationship between non-financial compensation and job retention. The non-financial compensation elements are recognition, job enrichment and pay equity.
Methodology/Technique - A total of 131 respondents from Jabatan Penjara Simpang Renggam, Johor were chosen as a sample using simple random sampling method. A survey questionnaire was used as research instrument to collect the data from respondents.
Findings - The results from Pearson correlation analysis revealed that there were significant relationship between non-financial compensation elements namely recognition, job enrichment, pay equity and job retention. Pay equity was identified as the dominant factor that influences job retention.
Novelty - This study was carried out to find out the variable that makes the strongest unique contribution to explain the job retention using multiple regression analysis. The organization should put more concern on the non-financial compensation when designing the pay structure to help organization retaining their employees.

- by GATR Journals
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- Job Retention, Job Enrichment, Pay Equity

The purpose of the qualitative, phenomenological study was to explore the perceptions and lived experiences of human resource (HR) practitioners to understand their decisions to stay with an organization through employee job embeddedness. Eighteen HR practitioners at a government organization supporting the community as public civil servants were interviewed. Findings from the analysis of the interview responses revealed that employees believed they were valued by their organization when considering factors such as career advancement, good leadership, and job security which resulted in increases in retention. By contrast, employees believed they were devalued by their organization when they perceived a lack of training and mentoring, knowledgeable leadership, and communication. These findings may provide business leaders with viable information to predict employee turnover and to better understand why people stay in their current positions, thereby, reducing costs associated with em...

- by Timothy Baghurst
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- Business, Job Satisfaction, Embeddedness, Job Embeddedness

Attracting, hiring, training and most importantly, retaining the employees has become
elusive in today’s Business Management era. Organizations invest substantial amount, time and
efforts on training their employees. At the same time, increased employee turnover rate causes
high HR maintenance cost. Earning employee loyalty is hard and assiduous, but fundamental to
business success. In this regards, Acharya Kautilya’s approach is very sophisticated, heading
towards the sustainable ‘Human Resource Management’. Present article gives an explanation on
how the ancient theories, principles and approach of Kautilya are still pertinent in present
business place. Appositeness of some ‘Chanakya Niti’ Shlokas in behavioral management are
also discussed. This qualitative research article ends by outlining the scope and need of further
research in the field.
Keywords: Chanakya Niti, Human Resource Management, Job Retention, Kautilya etc.

- by Jasmine P Gajare
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- Organizational Behavior, Economics, Performing Arts, Human Resource Management

- by Sojirat Supanichwatana
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- Sociology, Quality of life, Medicine, Secondary Data Analysis
- by Tibelius Amutuhaire
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- Job Retention

- by Timothy Baghurst
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- Job Satisfaction, Embeddedness, Employees’ Job Satisfaction, Job Embeddedness

Objective: To evaluate the quality of life (QoL) amongst Thai nasopharyngeal cancer patients (NCP) and identify associated factors with QoL. Methods: This study was based on secondary data from a cross-sectional study that aimed to develop the Thai version of functional assessment of cancer therapy with nasopharyngeal cancer subscale demographic data, clinical information of participants, and Functional Assessment of Cancer Therapy with Nasopharyngeal cancer subscale (FACT-NP) were utilized. Data were analyzed using Student's t-test, rank-sum test, variance analysis, and the Kruskal-Wallis test. Multiple linear regression with the stepwise model was used to determine multiple variable analysis. Statistical significance was defined at p-value < 0.05. Results: Two hundred and thirty NCP were included in the study with a mean age of 50.3±12.4 years. According to our findings, 68.3% were male, 81.7% were married or living with a partner, and 86.1% were Buddhism had the Eastern Cooperative Oncology Group (ECOG) performance status between 0-2 (95.2 %). The employment status, education level, economic status, ECOG, stage , and disease status significantly influenced patients' QoL. Patients who had active treatment and received prophylactic percutaneous gastrostomy were also impacted by the FACT-NP score. In the multivariate analysis, employment status, ECOG, and disease status were shown to be significant factors that were associated with their QOL in the final model. Conclusion: Employment status was a socioeconomic factor that led to positive QOL amongst NCP.

- by Tharin Phenwan and +1
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- Sociology, Quality of life, Secondary Data Analysis, Nasopharyngeal Carcinoma
- by Marlies Lefever
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- Mechanical Engineering, Psychology, Social Sciences, Rehabilitation

Bu çalışmada gelişmekte olan ülkelerde Covid-19 pandemisi süresince uygulanan sosyal koruma önlemleri üzerine bir analiz gerçekleştirilmiştir. Gelişmekte olan ülkelerde pandemi benzeri bir krizde kapsamlı sosyal koruma sağlayan politikaların ne olduğu sorusuna yanıt aranmıştır. İlk olarak, Uluslararası Çalışma Örgütü'nün (ILO) işsizlik yardımı verileri ve Dünya Bankası'nın (WB) gelişmekte olan ülkelerin sosyal güvenlik önlemlerine ilişkin Dayanıklılık ve Eşitlik Sosyal Koruma Göstergeleri Atlası (ASPIRE Index) verileri kullanılarak gelişmekte olan ülkelerin sosyal koruma önlemlerine genel bir bakış sunulmuştur. İkinci olarak, Ekonomik İşbirliği ve Kalkınma Örgütü'nün (OECD) Koronavirüsle Mücadelede Politika Önlemleri raporlarındaki verilerden yararlanılarak 15 gelişmekte olan ülke örneğinin pandemi süresince uyguladığı sosyal koruma önlemleri analiz edilmiştir. Gelişmekte olan ülkelerin işsizlik sigortası kapsamı, kayıt dışılık, sosyal sigorta ve sosyal yardımların kapsamı ve erişilebilirliği konularında bazı ortak problemlere sahip olduğu görülmüştür. Pandemi süresince uygulanan sosyal koruma önlemleri ise çoğunlukla mevcut nakit transferin devamsız olarak genişletilmesi, sosyal koruma programlarının kapsamına girmeyen savunmasız kişilere ulaşmak için ek transferler gerçekleştirilmesi gibi geçici tedbirler içermektedir. Çalışma sonucunda bu problemlere yönelik kapsamlı sosyal koruma sağlayabilecek bazı politika önerileri geliştirilmiştir.

Objective
Our aim is to understand how to facilitate the job retention of employees with chronic illness. We focus on multiple sclerosis (MS) as a criterion chronic illness.
Design
An opportunity sample of 20 individuals of working age (13 female; 7 male) were recruited who had been in paid employment for over 28 months with a concurrent diagnosis of MS. Participants took part in one of three focus groups with a topic guide comprising eight keywords: work, coping, performance, support, future, expectations, and sharing symptoms. Data were analysed using dialogical analysis.
Main outcome measures
As a qualitative study, no outcome measure was used. However, the specific focus of interest was to search for differential patterns of ‘timespace’ – chronotope - that people with chronic illness utilize to manage their condition in the workplace.
Results
Participants oriented to two distinct chronotope types: unsustainable epic (characterized by condensed time) and temporary idyll (characterized by condensed space). Perceived managerial discretion was identified as possibly influencing participants’ chronotope preference.
Conclusion
Identifying chronotope preference has practical implications for health psychologists and related professionals who provide and advise on support to facilitate people with chronic illness to thrive in the workplace.

- by Anna Madill
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- Psychology, Social Psychology, Health Psychology, Occupational Therapy