Literature Review on Attraction and Retention of Staff

This literature review examines key aspects of staff attraction and retention, drawing on several academic articles. Alshathry, Clarke, and Goodman (2017) explore employer brand equity's role, highlighting internal and external perspectives for strategic management. Vidal-Salazar, Cordón-Pozo, and de la Torre-Ruiz (2016) discuss the impact of flexible benefit systems on attraction and retention, particularly within Spanish organizations. De Sousa Sabbagha, Ledimo, and Martins (2018) focus on employee motivation and job satisfaction as predictors of staff retention. Onah and Anikwe (2016) address the attraction and retention challenges specifically within Nigerian universities, emphasizing the need for strategic approaches. Finally, Bussin (2018) examines reward solutions to retention issues. The review collectively underscores the importance of strategic human resource management, employer branding, employee motivation, flexible benefits, and addressing specific regional contexts to effectively attract and retain staff.

Running head: ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
Name of the Student
Name of the University
Author Note

1ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
Alshathry, S., Clarke, M., & Goodman, S. (2017). The role of employer brand equity in
employee attraction and retention: a unified framework. International Journal of
Organizational Analysis, 25(3), 413-431. Available at DOI: 10.1108/IJOA-05-2016-
1025
Alshathry, Clarke and Goodman (2017) in the article entitled “The role of employer
brand equity in employee attraction and retention: a unified framework” discusses the
development of the various models of attraction and the retention of the employees within the
given organization as is related to the brand equity of the employer. The paper highlights the
issues that are faced by the given organizational human resource management in terms of the
issues that are faced in the matters related to the attraction of the potential clientele towards the
given organization. The concerned study makes attempts to proceed further with the researches
and the findings of the previous researchers on the brand equity of the employers. The present
research draws on the roles that are adapted by the various employers and their experiences in
the matters related to the attraction and the retention of the employees and staff within the
organization.
The major findings of the article highlight the experience of the employees alongside the
various employers. The findings further highlight the internal and the external perspectives in a
simultaneous manner. The findings tend to state that there has to be a proper interaction between
the employers and the employees which in turn helps in the recognition of the various external
and the internal perspectives towards the branding of the employers. The findings reveal the
unified framework that is helpful in the proper development of the typology of the four-cells
which in turn is observed to be helpful in terms of the strategic management of the employer
brands.

2ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
In conclusion the paper attempts the explanation of the role of the employer brand equity
within the development of the labor markets. The present research highlights the importance of
the incorporation of the various perspectives of both the sets of the clients who seek
employment. The study highlights the ways in which the employee retention and attraction
within the given organization might be incorporated within the management of the human
resources within the given organization as well. The findings of the article are helpful in the
proper understanding of the issues that are faced by the employers in the attraction as well as the
retention of the staff within the multitude of organizations that are operational within the
international markets. The article helps in the overall development of the proper understanding of
the issues that are related to the interactive nature of the employers and the employees that have
been present within the given organization. The article further helps in the analysis of the
employee brand equity for the concerned organizations so as to develop the strategies to retain
the existing staff as well as attract the potential employees.
Vidal-Salazar, M. D., Cordón-Pozo, E., & de la Torre-Ruiz, J. M. (2016). Flexibility of
benefit systems and firms’ attraction and retention capacities. Employee
Relations, 38(4), 487-504. Available at DOI: 10.1108/ER-07-2015-0152
Vidal-Salazar, Cordón-Pozo, and de la Torre-Ruiz (2016) in the article entitled
“Flexibility of benefit systems and firms’ attraction and retention capacities” highlights the
various benefit systems and the advantages of the same in the increase in the capacity of the
concerned firms in terms of the retention and the attraction of the employees of the organization.
The authors of the article lay special focus on the matters that are related to the benefit systems
that are highlighted within the Spanish territories. The authors in this article discuss the various
facts that are related to the flexibility that is granted to the employees within the Spanish

3ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
territories. The article states that the benefit systems that are implemented within the Spanish
organizations tend to demonstrate an increase in the flexibility in the benefits that have been
offered to the employees of the concern.
The authors of the article had collected the data required for the composition of the
project through the help of the structured questionnaire that they had designed. The questionnaire
helped at collecting the data that was required for the development of the research that have been
conducted by the authors. The authors were observed to have undertaken all the possible
measures for the proper conduction of the survey. The identities of the respondents were not
leaked as well as the unfamiliar terms within the given questionnaire were explained in a proper
manner. The results of the survey revealed that there has been a high flexibility within the benefit
systems that are implemented within the Spanish business organizations. The flexibility of the
benefit systems tends to be influential in terms of retention and the attraction capacity within the
given company.
The study concludes on a note that the flexibility of the benefit systems affects the
attraction and the retention of the employees who have been employed within the Spanish
companies. The flexibility of the benefit systems that have been adopted by the concerned
organization helps in the maintenance of the retention of the employees within the company as
well as help in attracting the potential employees towards the company. The article helps in the
overall development of the proper understanding of the issues of benefits of the flexibility of the
employees who have been employed within the given organization. The article further helps in
the analysis of the benefits flexibility within the concerned organizations so as to develop the
strategies to retain the existing staff as well as attract the potential employees.

4ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2),
136-140. Available at DOI: 10.1080/14330237.2018.1454578
De Sousa Sabbagha, Ledimo and Martins (2018) in the article entitled “Predicting staff
retention from employee motivation and job satisfaction” sheds major light on the role that is
played by the motivational factors in the attraction and the retention of the concerned employees
of the organization. The major objective for the research refers to the various issues that are
highlighted in the attraction and the retention of the employees of the organization. The authors
in this article attempt to discuss the various issues that are faced by the concerned employers in
the matters that are related to the attraction and the retention of potential as well as the existent
employees within the concern. The article discusses the influence of the motivational measures
that have been undertaken by the concerned management in order to develop a better and
efficient organizational workforce. The article explored the roles that were played by the job
satisfaction and the employee motivation in terms of the retention of the organizational
workforce.
The data that was required for the completion of the article referred to the processes of
surveying the concerned employees of the organization on the matters that throw light on the
various issues like the importance of the intrinsic as well as the extrinsic motivation that is
provided to the employees who have been serving the organization at the several hierarchical
levels. The participants were asked to provide the responses to the various factors that were
highlighted in the surveys within the organization.
The retention of the employees within the organization is highly dependent on the
motivational factors as well as the job satisfaction that is experienced by the organizational

5ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
employees. The employees within the organization are observed to be motivated to complete
their jobs in case they have been deriving the expected amount of satisfaction from the
concerned job. The authors of the article discuss the fact that the performance of the employees
within the concerned organization tend to be highly affected by the extrinsic as well as the
intrinsic motivation within the organization. The article concluded with the view that the job
satisfaction and the motivation of the employees play a significant role in the retention as well as
the attraction of the employees of the organization. The proper motivation to the employees
assists in arresting the high rate of the employee retention within the given business organization.
The article in discussion helps in the having a proper knowledge on the matters that are related to
the retention and the attraction of the potential organizational workforce.
Onah, F. O., & Anikwe, O. S. (2016). The task of attraction and retention of academic staff
in Nigeria universities. Journal of Management and Strategy, 7(2), 9-20. Available at
DOI: 10.5430/jms.v7n2p9
Onah and Anikwe (2016) in the article entitled “The task of attraction and retention of
academic staff in Nigeria universities” discusses the attraction and the retention of the staff at the
universities that have been operational within the Nigerian territories. The authors state that the
universities tend to employ people who have a wide and sound knowledge base which in turn
would help to increase the knowledge base among the students as well as the other members
within the given university. The main aim of the research paper had been the discussion on the
matters related to the attraction as well as the retention of the academic staff within the
universities of Nigeria. The authors claim that the universities might need to implement various
strategies in order to deal with the retention and the attraction of the staff who had been
employed in the academic fields within the organization.

6ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
The article discussed the existent literature on the attraction and the retention of the
academic staff at the universities within the territorial boundaries of Nigeria. The authors of the
article tend to highlight the literature that have been existent in the matters of the recruitment and
the various motivational factors that are highlighted within the given educational institutions.
The majority of the issues that are highlighted within the given article tend to highlight the
various situations that affect the retention of the staff within the given organization as well. The
majority of the organizational workforce that have been taking part in the academic activities
tend to deal in the development of the knowledge base of the students who have been studying in
the given universities. The majority of the issues that are highlighted within the given
organization refer to the lack of the proper strategies that are required for the proper retention of
the staff within the given universities.
The article attempts to make a review of the existing literature within the matters related
to the recruitment factors within the Nigerian universities. The articles discuss the various
motivational factors that need to be implemented within the given organization in order to arrest
the high turnover among the academic employees within the Nigerian universities. In conclusion,
the authors state that the attraction of potential employees is one of the most important steps that
are required for the development of the organizational performances. The article assists in the
proper development of the issues that are highlighted in terms of the issues that are related to the
attraction as well as the retention of the skilled employees within the organizational workforce
with the help of the proper strategic implementations within the organization.
Bussin, M. (2018). Reward solutions to retention questions. In Psychology of Retention (pp.
395-413). Springer, Cham. Available at DOI: 10.1007/978-3-319-98920-4_19

7ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
Bussin (2018) in the article entitled “Reward solutions to retention questions” attempts a
discussion on the implementation of the various procedures for the retention of the employees in
order to deal in the lowering of the various issues related to the retention of the employees within
the given organization. The major objective for the research refers to the various issues that are
highlighted in the attraction and the retention of the employees of the organization. The authors
in this article attempt to discuss the various issues that are faced by the concerned employers in
the matters that are related to the attraction and the retention of potential as well as the existent
employees within the concern. The article discusses the influence of the motivational measures
that have been undertaken by the concerned management in order to develop a better and
efficient organizational workforce. The research study makes an attempt in discussing the
various factors that are used in order to motivate the employees within the organization so that
they might serve the organization in a proper manner as well as would be retained within the
given company.
The article relied majorly on the strategies that are related to the proper remuneration
within the given organization. The remuneration that is offered to the employees tend to help in
the retention of the employees through the proper motivation from the employers within the
organization. The article is majorly related to the development of the employee motivation and
the job satisfaction within the given organization. The employees within the organization are
observed to be motivated to complete their jobs in case they have been deriving the expected
amount of satisfaction from the concerned job. The authors of the article discuss the fact that the
performance of the employees within the concerned organization tend to be highly affected by
the extrinsic as well as the intrinsic motivation within the organization.

8ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
The article concluded with the view that the job satisfaction and the motivation of the
employees play a significant role in the retention as well as the attraction of the employees of the
organization. The proper motivation to the employees assists in arresting the high rate of the
employee retention within the given business organization. The article has been helpful in the
proper understanding of the issues that are related to the motivational factors within the
organization. The article helps the future researchers to understand the importance of the various
motivational factors and especially the management of the rewards within the given organization
in the retention of the existing employees of the organization. The article further helps in
understanding of the importance of the rewards in the attraction of the potential employees of the
organization.

9ATTRACTION AND RETENTION OF STAFF - A LITERATURE REVIEW
References
Alshathry, S., Clarke, M., & Goodman, S. (2017). The role of employer brand equity in
employee attraction and retention: a unified framework. International Journal of
Organizational Analysis, 25(3), 413-431. Available at DOI: 10.1108/IJOA-05-2016-1025
Bussin, M. (2018). Reward solutions to retention questions. In Psychology of Retention (pp. 395-
413). Springer, Cham. Available at DOI: 10.1007/978-3-319-98920-4_19
De Sousa Sabbagha, M., Ledimo, O., & Martins, N. (2018). Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa, 28(2), 136-
140. Available at DOI: 10.1080/14330237.2018.1454578
Onah, F. O., & Anikwe, O. S. (2016). The task of attraction and retention of academic staff in
Nigeria universities. Journal of Management and Strategy, 7(2), 9-20. Available at DOI:
10.5430/jms.v7n2p9
Vidal-Salazar, M. D., Cordón-Pozo, E., & de la Torre-Ruiz, J. M. (2016). Flexibility of benefit
systems and firms’ attraction and retention capacities. Employee Relations, 38(4), 487-
504. Available at DOI: 10.1108/ER-07-2015-0152