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May 10, 2026Open Access

Impact of Human Resource Management Practices on Employee Engagement and Retention

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Authors

DRDeepika Sharma, Manoj Kumar Tiwari, Anitha Rajan

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Overview

Randomized trial examines HRM practices in India affecting employee engagement and retention, suggesting targeted initiatives.

Key Points

  • This research aims to determine how different HRM practices influence employee engagement and retention in India’s private sector.
  • Survey administered to 384 employees across six industry sectors.
  • Assessment of four core HRM practice dimensions: Training and Development, Performance Appraisal, Compensation and Benefits, and Work-Life Balance.
  • Partial least squares structural equation modelling used for analysis.
  • All HRM practice dimensions significantly predict employee engagement (R² = 0.68).
  • Work-Life Balance is the strongest predictor of engagement (β = 0.34, p < 0.01).
  • Employee engagement mediates the relationship between Work-Life Balance and retention intention.

Cite This Study

Deepika Sharma, Manoj Kumar Tiwari, Anitha Rajan (2026) studied this question.

synapsesocial.com/papers/6a002126c8f74e3340f9c007https://doi.org/10.5281/zenodo.20078096
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Also Consider

Synapse has enriched 5 closely related papers on similar clinical questions. Consider them for comparative context:

  1. 1Employee Engagement as a Mediator Between Transformational Leadership, HR Practices and Organizational Performance: Empirical Evidence from Indian Corporate Sector2026
  2. 2Do HR practices influence firm performance? Mediating role of employee engagement among Indian executives2026
  3. 3Sustainable HRM Practices and Their Impact on Employee Engagement: Evidence from the Pharmaceutical Industry in Hyderabad2025
  4. 4Deciphering retention pathways through HR analytics: SEM based serial mediation and multi-group analysis2026
  5. 5Human Resource Practices and Employee Retention: The Moderating Effect of Job Engagement2024 · 4 citations