Managing Retention as a Stratagem for Employee Job Satisfaction and Organizational Competitiveness in the ITeS Sector

Abstract

In this continuously changing contemporary economy, organizations, particularly ITeS, have to be able to antedate technological innovations and compete with other enterprises globally. This need makes important a company's ability to evolve through its employees' learning and continuous development. Securing and retaining skilled employees plays a significant role in this process, as employees' knowledge and skills are essential to an organizations capability to be economically competitive. This is possible only when the employees are satisfied with the work and the organizational strategies adopted to retain them. Therefore, the study focuses on the organizational retention strategies that influence employee job satisfaction. The results indicate that the six constructs have a significant positive association with job satisfaction. Further, the demographic variables have a significant association with the employee retention constructs. The ITeS organizations could use the conclusions to identify the downsides and make necessary improvements in enhancing employee job satisfaction.

Employee motivation, job satisfaction and talent retention among college teachers in local university in Shandong Province, China: Basis for talent strategies framework

“…Teacher satisfaction with the university is a key factor in predicting the decision to leave academic work (Spence, 2017). Job satisfaction had a significant impact on the turnover intention of academic professionals (Patro, 2022). The lower the job satisfaction, the higher the level of individual demand for the turnover rate (Halim et al, 2021).…”