Work environment, HR practices and millennial employee retention in hospitality and tourism in Bangladesh

Abstract

PurposeThis study examines the relationship between HR practices and millennial employee retention in the tourism industry in Bangladesh. It investigates the moderating role of the work environment in the relationship between HR practices and employee retention in the industry.Design/methodology/approachThe researchers used non-probability judgemental sampling to collect 384 questionnaires through a survey of millennial employees. Partial least square-based structural equation model (PLS-SEM) was used to analyse the data.FindingsThe results reveal that HR practices included in this paper have significant relationships with millennial employee retention in the tourism industry in Bangladesh, except employee participation in decision-making. In addition, the results show that the work environment only moderates the relationship between two HR practices (compensation, training and development) and millennial employee retention.Practical implicationsThe results suggest that managers in tourism organisations must develop HR practices and foster a positive work environment to retain millennials.Originality/valueThis is the only study that examines the moderating role of the work environment on the relationship between five selected HR practices (training and development, job security, performance appraisal, employee participation, compensation) and millennial employee retention. Previous studies used fewer HR variables.

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“…, 2018). However, H1b contradicts earlier studies that proposed that employees with better compensation and performance appraisal stay longer with their employer (Cherif, 2020; Islam et al. , 2022; Ngoma and Ntale, 2019).…”

Employee retention and organizational performance: Evidence from Ghana Police Service

“…Employee retention is defined as an organization's ability to prevent proficient employees from withdrawing from the organization (Tyagi, 2021). According to Islam et al (2022), employee retention is a voluntary move by an organization to create an environment that engages employees in the long term. Retention is, therefore, viewed as a logical inverse of turnover, as it indicates the behavior of continue/stay rather than quitting or leaving the organization (Fahim, 2018).…”

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