Exploring the Significance & the Impact of the

Literature Review within the Research

Process

Theme: Labour Retention

Name: Blessing Samson

Course: Research Method
E-mail: blessingsamson303030@gmail.com

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The implicit goal of a literature review, according to Timmins & McCabe (2005), is to bridge

gaps in existing knowledge. It aspires to push the boundaries of thought and increase human

savviness. In other words, a literature review can be thought of as an in-depth examination of

prior works. The strategic significance of literature review in the research process, according to

Carnwell & Daly (2001), is critical because it provides a dais of knowledge on a study topic. The

literature review, according to Cronin, Ryan, and Coughlan (2008), identifies areas of existing

scholarship to prevent academic dishonesty. Lawrence (2011) also mentioned that literature

review aims to calibrate inconsistencies in addition to detecting research gaps.

Employee labour retention, in other words, is the method by which a corporation ensures that its

employees do not leave their positions. This is a secondary research paper that examines various

research articles in journals and books and attempts to investigate reviews on employee retention

in various sectors, industries, and other settings in order to better understand the concept of

retention, factors influencing retention, and strategies for retaining employees.

What is the significance of a literature review in the research process? According to Bocken

(2014), a literature review confers uniqueness and significance to a research challenge, provides

for diverse perspectives on a subject matter, and justifies a recommended approach. A literature

review adds both broad and specialized relevance to a study issue, in addition to completing the

academic requirement. Literature review, according to Cooper (1988), provides a comparison

dais on which a researcher can compare and contrast current knowledge and emerging

discoveries. It demonstrates the researcher's level of knowledge and how he or she has looked

into the work of significant researchers on the issue. A literature review, according to Carnwell

(2001), is a review of reviews. It's worth noting, however, that conducting a literature review

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allows young researchers to get experience with finding information that will be useful in future

research efforts. Literature review, according to Galvan (2006), "brings to the fore a summary of

what is known and what is not known." Definitions and terminologies are also clarified.

According to Colling (2003), whether the literature review is organized chronologically or

thematically, it aids the researcher in confronting critical problems. According to Okoli &

Schabram (2010), a balanced and thorough literature review must be organized around and

directly related to the researcher's thesis or research question, synthesize results into a synopsis

of what is implied and what is realistic, identify lacunas in the literature, and formulate questions

that require further research. Okoli (2010) went on to say that literature reviews feed new

research, which in turn feeds more literature reviews.

Younger (2004) claims that in order to do a thorough literature review, a researcher must ask the

right questions. Simply put, the core of research is a literature review. This research seeks to

demonstrate outstanding scholarship and unstoppable innovation by mining empirical knowledge

on employee labor retention in order to present an in-depth and systematic overview of

contemporary literature on the issue. The purpose of this paper is to conceive the concept of

employee labor retention and to push the boundaries of knowledge on the pressing concerns

surrounding employee labor retention.

According to Beato (2017) and Belete (2017), the importance of labor in the human engagement

production matrix cannot be overstated; it is the metaphorical dais upon which goods and

services evolve; simply put, labor is the most fundamental factor in the marketplace of

production; it is the livewire and nucleus of value creation.

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Schlechter, Syce, & Bussin (2016) assert that labor unlocks various vistas in the production

chain; they wisely asserted that labor is a sine qua non for economic growth and social prosperity

for any forward-thinking business or society in their pursuit of enlightenment. Employee labor

retention is an essential component of organizational success in the global marketplace,

prompting scholars to conduct various studies and intellectual forecasts in order to determine

what retention factors are truly important to keep employees happy and reduce turnover in

organizations.

Employee labor retention is described by Schlechter, Syce, and Bussin (2016) as an

organization's ability to keep its employees. They go on to say that employee labor retention is

the sum of all efforts made by companies to keep employees on their payroll. The primary goal

of retention is to avoid the departure of capable individuals, which could have a negative impact

on productivity and service delivery. Organizations should employ contests and incentives,

according to Bussin (2016), to keep people motivated and feel appreciated. These kind of

programs, when done correctly, may keep employees focused and enthusiastic about their jobs.

Organizations can undertake "stay" interviews in addition to "exit" interviews to determine why

employees are leaving, according to Syce (2016) and Ainer (2018).

According to Ainer (2018), companies should promote from within wherever possible. He

believes that if businesses take a human-centered approach to human resource issues, employees

will have a clear route to progress. According to Syce (2016), businesses should encourage open

communication between employees and management. Organizations, according to Schlechter,

Syce, and Bussin (2016), should organize regular meetings where employees can share ideas and

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ask questions. They should have an open-door policy that allows employees to speak openly with

their bosses without fear of retaliation.

Organizations should be flexible enough to get managers involved, according to Syce (2016),

and managers should be required to spend time mentoring people, assisting excellent performers

in moving to new jobs, and limiting poor performance. Organizations should aim to express

their mission, according to Smith (2018), because feeling linked to the organization's goals is one

approach to keep people psychologically and emotionally attached to your firm. Lack of a clear

career path or growth, according to Siew (2017), is a primary factor of low employee labor

retention.

Finally, the paper suggests that a thorough literature evaluation is required for a well-balanced

study. The study indicates that in order for a company to stay afloat, its employees' well-being

and concerns that contribute to high employee turnover must be addressed.

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References

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