Interconnected Determinants of Employee Retention: Evidence from Early-Career Employees across Sectors

Abstract

Interconnected Determinants of Employee Retention: Evidence from Early-Career Employees across Sectors

Employee retention represents a strategic priority for organizations operating in competitive and fluid labor markets. Although companies increasingly invest in engagement programs and supportive cultures, voluntary turnover remains high, particularly among younger employees. This study examines how compensation, career growth opportunities, recognition, supervisory feedback, and workplace relationships collectively influence intention to stay. Survey data from 120 employees across sectors were analyzed using descriptive techniques. Findings reveal a paradox: while employees report strong pride, recognition, and collegial support, a large proportion remain willing to leave for better opportunities elsewhere. Career advancement prospects emerge as the most influential factor encouraging retention. The study contributes evidence from an emerging economy context and highlights the importance of future-oriented HR practices.