Earli SIG 14 Learning and professional development edition:5th location:München date:25-27 August 2010
Personal and organisational factors that influence employee retention, such as the learning and working climate, were examined in this study. Factor analysis of the data from 972 employees revealed two factors that reflected the construct of ‘retention’, namely ‘intention to stay’ and ‘intention to leave’. Using stepwise regression analyses, results showed the significant influence of the learning and working climate on the worker’s intention to stay. The learning and working climate also had an influence on the intention to leave, although less substantive. Other predictors of the intention to stay were age, leadership skills, learning attitude and creativity, and the use of procedures within the organisation. In order to predict the intention to leave, learning attitude and creativity were excluded from the regression model. Additional analyses revealed that differences existed regarding the intention to stay between ‘high potentials’ and other employees, and between employees with different levels of seniority. No differences between groups of employees were found in terms of the intention to leave.