Causal Factors Influencing the Success of Employee Retention in Human Resource Management of Private-Sector Building Management Organizations in Thailand -
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Abstract
This research aimed to (1) examine the levels of causal factors including human resource management, internal organizational factors, and learning organization; (2) investigate the relationships between these factors and employee retention success; and (3) propose appropriate employee retention approaches for private sector building management organizations in Thailand. A mixed-methods research design was employed. The quantitative sample consisted of 400 human resource personnel. Data were collected using a questionnaire with an index of item-objective congruence (IOC) ranging from 0.67 to 1.00 and analyzed using descriptive statistics and structural equation modeling. The qualitative sample comprised 10 human resource executives, with data collected through semi-structured interviews and analyzed using content analysis. The research findings were found that (1) human resource management and internal organizational factors were at high levels, with training/development and organizational culture dimensions scoring highest respectively; (2) human resource management and internal organizational factors had significant positive direct effects on learning organization (β = 0.99 and 0.91, p < 0.05), but had no direct effects on employee retention success; and (3) qualitative findings indicated that executives prioritized employee morale, organizational culture, and work climate as the most important factors. These findings suggest that learning organization serves as a crucial mediating variable linking human resource management and internal organizational factors to employee retention success.
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