Nowadays, retaining staff members is an important challenge that almost all companies have to deal with in order to ensure survival. For mid-sized enterprises, maintaining a constant number of workers would be beneficial because it enables them to achieve sustainable performance. Higher turnover would require them to invest more resources in recruiting and training replacements, along with losing some organizational knowledge. Therefore, there is a need for examining the factors that influence an individual's choice to remain in a particular firm. The purpose of this study is to analyze the impact of some workplace attributes including worker engagement, manager communication skills, fairness perception, appropriate workload, and career development opportunities on staff retention and the effect of organizational support on the connection between the mentioned factors and employee retention. The study uses the quantitative research approach whereby primary data is gathered using a well-structured questionnaire administered to employees. Statistical techniques such as the Kaiser-Meyer-Olkin measure (KMO), Bartlett’s Test of Sphericity, linear regression analysis and the Durbin-Watson test have been utilized to validate and ensure reliability of the acquired data. It has been observed that the regression analysis performed has statistical significance, indicating that the workplace variables considered have an influence on employee retention. In the present scenario, individual variables do not show strong independent significance; thus, it can be inferred that employee retention depends on several aspects simultaneously. Additionally, organizational support was not found to be of significant importance in influencing the relationship between employee engagement and retention.
H et al. (Wed,) studied this question.