Work–Life Balance, Career Development, Leadership, and Engagement as Predictors of Employee Retention: The Moderating Role of Perceived Organizational Support and Organizational Commitment.
DOI:
https://doi.org/10.51153/mf.v20.i2.729Keywords:
Employee retention, work–life balance; career development, leadership style; employee engagement, organizational commitment; perceived organizational support. and Social Exchange TheoryAbstract
The need to retain employees has become a strategic priority for companies due to high turnover and labor market competition. Grounded in the Social Exchange Theory, this study is one of the few empirical studies that examined the connections among work-life balance, career development opportunities, leadership style, and employee engagement with employee retention, including two moderating variables: perceived organizational support (POS) and organizational commitment (OC). The data were collected using a structured questionnaire sent to employees working in various organizations. In the analysis of data. The study used “Partial Least Squares- Structural Equation Modeling (PLS-SEM)”. The empirical evidence of this study suggests that all four independent variables exert a positive and significant influence on employee retention. Employee engagement is the most significant. Moreover, perceived organizational support (POS) serves as a moderator, amplifying the association between employee engagement and retention, underscoring its importance in supporting this connection. Nonetheless, there is no significant moderating effect of organizational commitment on the relationship between leadership style and employee retention. The results of this study are relevant to the theoretical knowledge of retention by both confirming the applicability of social exchange mechanisms and also showing the weak moderating power of organizational support and commitment in some relationships. In practical terms, the findings have significant managerial implications, highlighting the need for organizations to prioritize improving employee engagement, building meaningful career development opportunities, and fostering supportive leadership and organizational support systems to enhance employee retention.
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