Exploring the Determinants and Challenges of Employee Retention in International Non-Governmental Organizations within the Colombo District
DOI:
https://doi.org/10.53983/ijmds.v14n10.004Keywords:
Employee retention, Job satisfaction, INGO, Work–life balance, Organizational reputation, Role clarity, Employee engagement, Sri LankaAbstract
This study investigates the determinants of job satisfaction and employee retention within International Non-Governmental Organizations (INGOs) operating in the Colombo District, Sri Lanka. Employing a quantitative cross-sectional design, data were collected from 50 respondents representing ten INGOs through a structured questionnaire. Descriptive statistics, correlation analysis, analysis of variance (ANOVA), and Spearman’s rank-order correlations were utilized to examine the relationships between key organizational and individual factors and overall job satisfaction.
The results indicate a moderate level of job satisfaction among INGO employees. Job characteristics, organizational reputation, and work–life balance demonstrated strong positive correlations with job satisfaction (r = 0.57, r = 0.49, and r = 0.45, respectively; p < 0.01), underscoring their significant influence on employee morale and retention. Full-time employees reported slightly higher satisfaction levels than contract staff, suggesting employment status as a potential moderating factor. Among employee engagement variables, role clarity exhibited a statistically significant association with job satisfaction (p = 0.02), while supervisor support, recognition, and professional development showed positive but non-significant relationships.
Contrary to expectations, perceptions of job security and the broader national economic crisis did not produce statistically significant differences in satisfaction levels. These findings suggest that intrinsic job-related attributes and the internal organizational climate exert a stronger impact on employee satisfaction than external macroeconomic factors. The study recommends enhancing internal communication, clarifying job roles, and fostering supportive work environments as strategic measures to improve job satisfaction and reduce turnover within Sri Lanka’s INGO sector.
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