EMPLOYEE RETENTION STRATEGIES AND JOB PERFORMANCE IN ORGANIZATIONS

Abstract

The study was carried out to investigate the extent to which employee retention strategies influenced job performance at Bishop Stuart University in Mbarara district. Three specific objectives were; to establish the influence of job security on employee job performance at Bishop Stuart University, to establish the influence of career development on employee job performance at Bishop Stuart University, and to establish the extent to which reward competitiveness influences job performance of employees at Bishop Stuart University. A cross-sectional study design was adopted in which both quantitative and qualitative data collection tools were used. Data was collected from 96 respondents particularly university managers, teaching staff, administrative and support staff. Descriptive and inferential statistics in terms of correlations and regression analysis were generated. The results showed that job security had a strong positive effect on employee job performance at BSU in Mbarara district (β=0.412). Career development had a moderate positive effect on employee job performance at BSU in Mbarara district (β=0.219). Analysis results also showed that there was a moderate positive effect of rewards competitiveness on employee job performance at BSU in Mbarara district (β =0.262). Basing on the above findings, it can be concluded that employee retention strategies significantly influence job performance at BSU in Mbarara district. To this end therefore, the study recommends the following; permanent contracts, job security policy, regular on-job trainings for all staff, salary enhancement policy, housing facilities for the employees and offering of competitive salaries