Week 5. Making Your Research Question (RQ) "Research Ready"

Week 5
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Week 5: RQ
Summary of peer-reviewed articles
The intent of this section is to offer a critical review of the various sources that offer insights into investigating and understanding the role of human resource management in enhancing employee retention.
The study by Deery and Jago (2015) Deery and Jago (2015)investigates the link between talent management and work-life balance centered on employee retention. The research draws from a review of recent literature sources and a meta-analysis of various aspects that emerge in the hospitality industry. The authors utilize a framework that addresses the organizational and industry attributes to investigate variables such as personal employee dimensions, work-life conflict, and organizational strategies that have an impact on issues that influence employee retention such as job satisfaction and organizational commitment. The researchers have established that work-life balance is core in determining employee retention. Conclusively, Deery and Jago (2015) Deery and Jago (2015) argue that organizations in the hospitality industry should offer a conducive environment for workers, which translates to healthier lifestyles, enhancing employee retention.
Similarly, Reis et al. (2010) show that addressing employees’ needs is important. Sharing good news with employees is central in developing the workforces’ personal and interpersonal resources through the process of capitalization. The researchers conducted experiments to investigate the dynamics of employee capitalization. One of the key issues addressed is the impact of sharing good news as a factor that promotes trust and pro-social orientation of the people towards each other. The study outcomes showed a consistency in how relationships develop among strangers and close relationships in organizations, which reflects experiences in the workplace that enhance employee retention. These insights are in line with those expressed by Leghari, Suleman, Leghari, and Aslam (2014), who investigate the role of HRM on organizational performance and employee retention. Drawing from a critical review of the literature, the scholars allude that it is imperative that HRM practices are implemented with heavy investment in developing loyalty and offering financial benefits to create a motivated workforce.
Further insights on employee performance are offered in a theoretical paper by Johennesse and Chou (2017). The researchers investigate job design in terms of training, feedback on performance assessment, empowerment, equality of compensation, and coaching programs. Based on the findings, the authors argue that immense organizational transformations, technological changes, and unstable business environments had an impact on employee loyalty, efficiency, and turnover. The shortcomings of HRM in these practices are evident in the survey by the Society for Human Resource Management (SHRM) (2018). The study found that retention and turnover are among the key challenges faced in workforce management. The findings show that employee recognition contributes to the development of a positive workplace culture and employee experience, resulting in increased employee retent...