Some supervisors lack effective strategies to retain millennial generation employees. The
purpose of this multicase study was to explore effective strategies supervisors use to retain …

An employee's intent to leave an organization is the most common predictor of employee
turnover. Employee turnover can cost an organization 150% to 250% of a worker's annual …

This study analyzes factors that have implications for employee retention in IT-Startup
companies. This study aims to explain factors that contribute to employee retention with job …

The purpose of this research is to investigate whether union membership will moderate the
relationship between leader-member-exchange (LMX), psychological contract fulfilment and …

The purpose of this longitudinal study is to find the trajectory of a change in job satisfaction
and job burnout for workers with union membership from the perspective of the conservation …

Proper identification of motivational factors may assist in understanding how employees may
be motivated to maximize their full potential. The purpose of this qualitative case study was …

This section conceptualises retention factors and provides an overview of Herzberg's (1959)
two factor theory, Yazinski's (2009) twelve retention factors and Döckel's (2003) retention …

Employee turnovers have been challenging and costly for most organizations. Organization
leaders are concerned with employee turnover due to the high cost of training replacements …

The labor force consists of 4 generations including Generation Z with an estimated 25
million Baby Boomers leaving the workforce between the year 2010 and 2020. Franchise …

Retention issues have been a challenge for human resources (HR) leaders for years.
Organization HR leaders face employee retention challenges that lead to the loss of talented …