What keeps employees in an organization?

What is it about?

Organizations often want to understand why employees decide to stay. This study examines the factors associated with employee retention in a beverage distributor located in the south of Mato Grosso do Sul, Brazil. The research analyzes employees’ perceptions about work satisfaction, recognition, organizational justice, stability, safety, organizational climate, work flexibility, development opportunities, location, remuneration, training and other possible influences. The results show that employees’ intention to remain in the organization is associated with several work-related factors, especially satisfaction, recognition, fairness, stability, climate, flexibility and opportunities for development. In plain terms, the article shows that people retention depends on how employees experience their work environment, how they perceive fairness and recognition, and whether the organization offers conditions that make staying a reasonable and attractive choice.

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Photo by Vitaly Gariev on Unsplash

Photo by Vitaly Gariev on Unsplash

Why is it important?

This work is relevant because employee turnover can generate costs, loss of knowledge and operational instability. The article helps managers identify which factors are more closely associated with employees’ intention to stay in a specific organizational context. Its findings can support human resource practices focused on work satisfaction, recognition, organizational justice, stability, flexibility and development opportunities. The study also contributes to research on people retention in Brazil, a context in which empirical evidence on this topic remains comparatively limited.

Perspectives