Abstract:
THEL SU AYE
Employee attrition poses a major challenge to organizations, impacting productivity, morale, and efficiency. This study evaluates the effectiveness of five retention strategies—career development, employee engagement, flexible work, competitive pay, and recognition—in lowering attrition and turnover intentions. It also explores organizational culture as a moderating factor and job satisfaction as a mediator between retention efforts and turnover. Using a mixed-methods approach, data were collected via employee surveys and semi-structured interviews. [X number] participants from [industry/organization type] shared their views on retention strategies and their likelihood of staying. Statistical analyses, including regression and mediation/moderation models, tested the proposed relationships. Results show career development, engagement, and recognition strongly reduce turnover intentions. Job satisfaction mediates the link between engagement and turnover, while a positive organizational culture enhances retention strategy effectiveness. This research underscores the need for a comprehensive approach to retention, recommending organizations focus on career growth, engagement, and recognition while fostering a supportive culture to curb turnover. These findings provide actionable insights for HR professionals to address high attrition.
Author: THEL SU AYE
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