There are three main areas or factors that influence the
employees to stay in the organization for a longer period of time rather than
leaving the organization or searching for new opportunities. The factors are :
P-E (Person to Environment), P-P (Person to Person), and PF (Perpetual Fit). Person to Environment fit
refers that there should be a match in between personal values, behaviors,
beliefs of the employees and the corporate culture. Person to Person fit refers that there should
be a match in between employee to employee in their beliefs values and etc.
This Person to Person fit will create the solidarity and respect among the employees.
Perpetual Fit refers that the level of the perceived values of the employee that the values expected to have in an organization by an employee corresponds to the values that their colleagues perceived in order to have should be matched.Employee retention is influenced by organizational culture by positively and significantly. There is a positive relationship between corporate culture and employee retention (Richard and Edward, 2016).
According to Salman et al. (2014) the organizational culture influence the job satisfaction of the employee and it will lead to employee commitment, engagement and employee retention. Therefore the organizational culture is also a factor and challenge in employee retention.
According to Salman et al. (2014) the organizational culture influence the job satisfaction of the employee and it will lead to employee commitment, engagement and employee retention. Therefore the organizational culture is also a factor and challenge in employee retention.
Reference
Richard, S, B and Edward, N, T. (2016) Organizational Culture and its impact on employee retention. European Journal of Business and Management, 8 (31), p. 159.
Salman, H., Saira, A., Amjad, H., Sana, Y and Mohammed, I. (2014) The impact of organizational culture on job satisfaction, employee commitment and turn over intention. Advances in Economics and Business, 2(6), pp. 215-222.
Salman, H., Saira, A., Amjad, H., Sana, Y and Mohammed, I. (2014) The impact of organizational culture on job satisfaction, employee commitment and turn over intention. Advances in Economics and Business, 2(6), pp. 215-222.
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ReplyDeleteAccording to Lyons & Kuron (2014; Schaefer, 2017) also states how generational differences has an impact in the organization. Hammill (Scaefer, 2017) explains how the characteristics of each generation influences the organization behavior, because the core source being humans, irrespective of the body they represent, which eventually has an impact on whether the employee decides to continue staying or look for another opportunity.
DeleteReference
Hammill, G. (2005) Mixing and managing four generations of employees. [Online]. Retrieved from fdu.edu. Available at: . [Accessed on 25th April 2019].
Lyons, S. and Kuron, L. (2014) Generational in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior,1, pp.139-157.
Schaefer, C. D. (2017) Factors Contributing to Millennial Turnover Rates in Department of Defense (DOD) Organizations. [Online]. Ph.D. Thesis, Florida Institute of Technology. Available at :< https://repository.lib.fit.edu/bitstream/handle/11141/1418/SCHAEFER-DISSERTATION.pdf?sequence=1&isAllowed=y.>.[Accessed on 25th April 2019].
Organizational culture is a part of the employer brand. Therefore the employer branding being above the organizational culture plays a significant role as well.
ReplyDeleteAs Cable & Graham puts it, "Employer branding has the ability to retain the best people by providing an environment that allows employees to live the brand through various aspects such as training and progression.This increases their satisfaction and likelihood of remaining employed with the organisation" (Cable & Graham, 2000; Jain & Bhatt, 2015)
Thank You very much for your inputs.
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