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Abstract
This study examines the relationship between leadership qualities and employee retention among staff at selected public and private universities. Employing a quantitative approach within the positivist paradigm, the research aims to uncover the mechanisms through which effective leadership fosters a stable and committed workforce. Data were collected from a sample of 300 respondents, selected using a random sampling method, and analyzed using the Statistical Package for Social Sciences (SPSS) version 26. The results indicate significant differences in perceived leadership qualities and retention intentions between public and private university staff. Public university leaders were rated higher on attributes such as effective communication, approachability, support, feedback provision, and fairness, which correlated with higher job satisfaction and retention intentions among staff. Conversely, private university staff reported lower perceptions of leadership quality and retention intentions. The study highlights the critical role of servant leadership and socially responsible human resource management (SR-HRM) in promoting a supportive and inclusive work environment, which significantly influences employee retention. The findings suggest that public universities exhibit stronger leadership qualities that positively impact employee retention compared to private universities. The study recommends that both public and private universities invest in leadership development programs emphasizing servant leadership and SR-HRM practices to enhance employee retention. Additionally, addressing the specific needs of younger employees, such as work-life balance and technological integration, can further improve retention rates. Future research should explore the long-term impact of leadership development programs on employee retention across different institutional contexts.
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References
- Bui, H. T. M., Kuan, K. M., & Chu, T. L. (2016). The relationship between work-life balance and employee engagement among Generation Y. Journal of Business Research, 69(11), 4365-4373. https://doi.org/10.1016/j.jbusres.2016.03.049
- Farr-Wharton, R., Brunetto, Y., & Shacklock, K. (2011). Professionals' perceptions of autonomy: The influence of intrinsic and extrinsic work motivation. International Journal of Public Administration, 34(3), 189-200. https://doi.org/10.1080/01900692.2010.533051
- Ghosh, R., Jacobs, J. L., & Reio, T. G. (2012). The effects of workplace support on employee retention and performance. Human Resource Development Quarterly, 23(4), 389-407. https://doi.org/10.1002/hrdq.21151
- Hicks, S. (2020). The link between leadership and employee retention. HRD Connect. Retrieved from HRD Connect
- Kaur, S., & Randhawa, G. (2021). Work-life balance and organizational commitment: A study of Generation Z employees. Journal of Business and Management Studies, 14(2), 105-117.
- Lanier, J. (2017). The influence of Generation Z on workplace dynamics. Journal of Workplace Psychology, 12(4), 89-102.
- Pham, N. T., Tuan, T. H., Le, T. D., Nguyen, P. N. D., Usman, M., & Ferreira, G. T. C. (2023). Socially responsible human resources management and employee retention: The roles of shared value, relationship satisfaction, and servant leadership. Journal of Cleaner Production, 414. https://doi.org/10.1016/j.jclepro.2023.137704
- Rothmann, S., George, G., & Stoner, G. (2013). The impact of autonomy on employee retention. Emerald Insight. Retrieved from Emerald Insight
References
Bui, H. T. M., Kuan, K. M., & Chu, T. L. (2016). The relationship between work-life balance and employee engagement among Generation Y. Journal of Business Research, 69(11), 4365-4373. https://doi.org/10.1016/j.jbusres.2016.03.049
Farr-Wharton, R., Brunetto, Y., & Shacklock, K. (2011). Professionals' perceptions of autonomy: The influence of intrinsic and extrinsic work motivation. International Journal of Public Administration, 34(3), 189-200. https://doi.org/10.1080/01900692.2010.533051
Ghosh, R., Jacobs, J. L., & Reio, T. G. (2012). The effects of workplace support on employee retention and performance. Human Resource Development Quarterly, 23(4), 389-407. https://doi.org/10.1002/hrdq.21151
Hicks, S. (2020). The link between leadership and employee retention. HRD Connect. Retrieved from HRD Connect
Kaur, S., & Randhawa, G. (2021). Work-life balance and organizational commitment: A study of Generation Z employees. Journal of Business and Management Studies, 14(2), 105-117.
Lanier, J. (2017). The influence of Generation Z on workplace dynamics. Journal of Workplace Psychology, 12(4), 89-102.
Pham, N. T., Tuan, T. H., Le, T. D., Nguyen, P. N. D., Usman, M., & Ferreira, G. T. C. (2023). Socially responsible human resources management and employee retention: The roles of shared value, relationship satisfaction, and servant leadership. Journal of Cleaner Production, 414. https://doi.org/10.1016/j.jclepro.2023.137704
Rothmann, S., George, G., & Stoner, G. (2013). The impact of autonomy on employee retention. Emerald Insight. Retrieved from Emerald Insight