Employee retention strategies for Clerical staff in Sri Lankan Apparel Sector

Abstract

Organizations today face challenges in retaining skilled employees due to the impacts of globalization and digitalization. This led to a growing emphasis on employee retention strategies, particularly through rewards and recognition. This study investigates how reward management practices influence employee retention within the Expectancy Theory (ET) framework. The research examines a sample of 140 clerical-level employees in the apparel manufacturing sector at the Mawathagama BOI Zone in Sri Lanka. Through a structured questionnaire, the study evaluated key variables including career development, promotion opportunities, remuneration, and their impact on employee retention. These variables were measured on a 5-point Likert scale, and the data were analyzed using statistical methods in SPSS Statistics, Version 26 ensuring the reliability and validity of the instruments used. This study provides new insights into employee retention in Sri Lanka's apparel sector by examining the specific impact of reward management practices through the lenses of Expectancy Theory. The results reveal that career development, promotion, and remuneration significantly influence employee retention, with career development demonstrating the most substantial impact, while remuneration has the least effect. These findings underscore the critical importance of prioritizing career development and promotion within HR policies and organizational strategies. By emphasizing these aspects, organizations can foster a more supportive work environment, which in turn enhances employee retention and satisfaction.