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Maintaining a productive workforce and retaining existing employees are central issues in the competitive, dynamic and volatile world of business (Gani, Potgieter, & Coetzee, 2020). Employee retention (ER) factors (e.g. compensation, training and development, promotion opportunities, work–life balance, managerial support and job design) play a key role in retaining employees and preventing them from searching for greener pastures (Al-Emadi, Schwabenland, & Wei, 2015; Das & Baruah, 2013; Lee, Hom, Eberly, & Li, 2018). According to Ghosh, Satyawadi, Prasad Joshi and Shadman (2013), the retention strategies of organisations should incorporate multiple ER factors.

Relationships between employee retention factors and attitudinal antecedents of voluntary turnover: An extended structural equation modelling approach