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Managing Retention as a Stratagem for Employee Job Satisfaction and Organizational Competitiveness in the ITeS Sector

Managing Retention as a Stratagem for Employee Job Satisfaction and Organizational Competitiveness in the ITeS Sector

Chandra Sekhar Patro
Copyright: © 2022 |Volume: 13 |Issue: 1 |Pages: 20
ISSN: 1947-3478|EISSN: 1947-3486|EISBN13: 9781683181613|DOI: 10.4018/IJHCITP.305232
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MLA

Patro, Chandra Sekhar. "Managing Retention as a Stratagem for Employee Job Satisfaction and Organizational Competitiveness in the ITeS Sector." IJHCITP vol.13, no.1 2022: pp.1-20. http://doi.org/10.4018/IJHCITP.305232

APA

Patro, C. S. (2022). Managing Retention as a Stratagem for Employee Job Satisfaction and Organizational Competitiveness in the ITeS Sector. International Journal of Human Capital and Information Technology Professionals (IJHCITP), 13(1), 1-20. http://doi.org/10.4018/IJHCITP.305232

Chicago

Patro, Chandra Sekhar. "Managing Retention as a Stratagem for Employee Job Satisfaction and Organizational Competitiveness in the ITeS Sector," International Journal of Human Capital and Information Technology Professionals (IJHCITP) 13, no.1: 1-20. http://doi.org/10.4018/IJHCITP.305232

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Abstract

In this continuously changing contemporary economy, organizations, particularly ITeS, have to be able to antedate technological innovations and compete with other enterprises globally. This need makes important a company's ability to evolve through its employees' learning and continuous development. Securing and retaining skilled employees plays a significant role in this process, as employees' knowledge and skills are essential to an organizations capability to be economically competitive. This is possible only when the employees are satisfied with the work and the organizational strategies adopted to retain them. Therefore, the study focuses on the organizational retention strategies that influence employee job satisfaction. The results indicate that the six constructs have a significant positive association with job satisfaction. Further, the demographic variables have a significant association with the employee retention constructs. The ITeS organizations could use the conclusions to identify the downsides and make necessary improvements in enhancing employee job satisfaction.