Review of literature on employee retention

What factors positively impact the retention of academic staff in the university. Greenhaus and Allen mention that if employees feel that they are unable to attain a work—life balance, they may be more predisposed to leave for an environment that can support this expectation.

This impacts the level of acceptance from existing employee groups, depending on the future job prospects of the new hire and their willingness to fit in.

Lee, at al, agreed with the finding by noting that employees feeling embedded in a job might initially pose questions as to why they should maintain loyalty.

The best strategy to adopt would entail fining out what employees really value and what they look for in their careers. Hanging onto high potentials.

Special educators, the professionals in greatest need in public schools today AAEE,work daily to deliver on the promises of the Individuals with Disabilities Education Act IDEAyet the complexities of the profession and the environments in which they often work conspire to convince them to leave.

Pay and benefits are not the most essential motivational factors for employees, although employees may not be pleased about not receiving a pay rise on an annual basis. Debates range over the value of intermittent surveys versus other techniques micro surveys, open feedback fora, etc Does the concept of work-life balance need to be revisited.

Role clarity is the expectation and knowledge they have about the position. These are departures that are initiated by the organization and involuntary.

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These types of data are important to states and local districts in determining which supports and programs should be created or maintained. Sixty percent of responders chose other administrative-related reasons including: It is there they will decide whether or not to continue to teach.

Although employees might be filly content and happy with their existing job, they may choose to move on in an effort to look for better opportunities.

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Tillott, Walsh and Moxham observe that high commitment can be fostered through reminding employees of their value and importance to an organisation. The average time for filling jobs has risen to 51 days from 41 days. Neither of the assumptions is right Hutton, Issues presented here, along with retention strategies for implementation and recommendations for action, can be applied to any teaching field, but because of the enormous challenges they face, teachers who work with students with disabilities in a variety of settings are given additional consideration.

In this case, the perception that something is wrong with the existing employer is the major underlying cause of resignations. We are united by our passion towards the university and we actually relate to each other. Examples of causes that fall under this category include ending of fixed-term contracts, short-term layoffs, redundancies and other forms of dismissals.

Does human nature or neuroscience have a role in employee engagement programs. These measures mainly emphasize on selection and recruitment practices, with the major aim being to make sure that there is a large pool of potential candidates as well as avoidance of poor decisions when recruiting candidates Curtis, Conclusion It is therefore evident that employee turnover is a major concern issues.

Sunyani Technical University, Ghana. Likewise, Darling-Hammond reported that inexperienced teachers, i.


This is partly true since in most situations the employee quitting a job for unavoidable reason may choose to go on working in the same job if they want. Taylor has identified four major categories under which the major causes of employee turnover fall into.

This will ensure that effective and targeted interventions are developed. The methods used in the study was a questionnaire assessing the level of job embeddedness among employees followed by a questionnaire assessing wither employees had experienced adverse effects.

While good teachers are needed in all settings, there are particular fields of teaching and geographic areas in which it is more difficult to recruit and keep qualified professionals.

International Journal of Business and Management, 4 563— Bad use of statistics: I have a wonderful HOD. These are the pull-type, push-type causes, unavoidable causes and situations in which the organization rather than the employee initiate the departure.

literature review of retention and turnover 17 is receiving efficient care, leaders must ensure that they are taking the proper efforts to retain each employee that is employed in their organization.5/5(1). 15 CHAPTER 2: LITERATURE REVIEW Chapter Overview The chapter provides a review of available literature in the area of employee turnover and retention.

Vol-2 Issue-1 IJARIIE-ISSN(O) Review of Literature on Influence of Job Satisfaction, Employee Compensation, working environment on Employee Retention.

Nov 15,  · Find new ideas and classic advice for global leaders from the world's best business and management experts. The literature on employee retention clearly explains that satisfied employees who are happy with their jobs are more devoted for doing a good job and look forward to improve their organizational customers’ satisfaction (Denton ).

) embracing employee motivation (Thomas. as organizations know their employees.5/5(1). Vol-2 Issue-1 IJARIIE-ISSN(O) Review of Literature on Influence of Job Satisfaction, Employee Compensation, working environment on Employee Retention. Shyam Singh Inda Assistant Professor ILSASS Gujarat India ABSTRACT Theorized causal connections of the variable: Employees usually.

Review of literature on employee retention
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