Management
Farha Siddique; Abu Hurira; Mohammad Nazmus Sakib
Abstract
It is conceivable to question why highly educated and competent workers are permitted to leave their employment. The determination of this paper is to identify the important issues prompting worker retaining in the northern Bangladesh NGO sector and to examine how staff retention impacts on logistic ...
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It is conceivable to question why highly educated and competent workers are permitted to leave their employment. The determination of this paper is to identify the important issues prompting worker retaining in the northern Bangladesh NGO sector and to examine how staff retention impacts on logistic performance. Some of the things that are looked at in this study as retention drivers are economic stability, psychological security, connections with coworkers, and self-actualization. With a simple random sampling method and a questionnaire, the employees are polled to get the important information. We selected Rajshahi, Bogra, Natore, and Kushtia as well as four NGOs from each district for the random sample. Each NGO conducted ten worker interviews for data collection. The total number of samples is 160. SEM-SPLS examines data, evaluates the research model and hypotheses, and tests the study model and hypotheses. There are economic, psychological, interpersonal, and self-actualization aspects of employee retention. The paper covers the hypothetical and applied ramifications of the inquiry.
Management
Fizza Saeed; You Jun
Abstract
This research studies the influence of transformative leadership (TL) on retaining employees (ER) in businesses, as well as the function of job embeddedness (JE) as a mediating factor. 428 individuals were surveyed for information from diverse firms using convenience sampling. Numerous associations were ...
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This research studies the influence of transformative leadership (TL) on retaining employees (ER) in businesses, as well as the function of job embeddedness (JE) as a mediating factor. 428 individuals were surveyed for information from diverse firms using convenience sampling. Numerous associations were estimated using smart PLS structural equation modelling (PLS-SEM). All of these criteria show a considerable positive connection, as hypothesized. This analysis contains a number of insights that will benefit the individual in the corporate sector. From the outcomes, transformative leadership and ER have a favorable and substantial relationship. Correspondingly JE and ER were found to have a significantly positive relationship. JE served as a stimulating mediator in the interaction between transformative leadership and staff retention. Leaders should employ transformational leadership traits include creating a vision statement for employees, emphasizing on desired outcomes, implementing challenge solutions, having a purpose and direction, and devoting time to team professional development to increase JE and ER.
