International Journal of Research and Innovation in Social Science (IJRISS) |Volume VI, Issue XII, December 2022|ISSN 2454-6186
The Influence of Leadership Style, Talent Management and Succession Planning on Employee Retention.
Emenike Umesi. Phd.
Senior Lecturer, Global Distance Learning Institute, Abuja, Nigeria
Abstract: This study investigated the influence of leadership style, talent management and succession planning on employee retention in the hospitality industry in Abuja, Nigeria’s federal capital territory. The study was carried in the Abuja municipal council area with a population of 2500 workers in the 191 hotels and other facilities rendering hospitality services in the area. A sample of 100 workers were purposively selected as respondents for the study, out of which 94 responded. Four research questions and one hypothesis were used to guide the study. Related literature was reviewed, and gaps identified justifying the study. The data obtained were analysed using descriptive and inferential statistical analysis. The multi linear analysis statistic was adopted to test the hypothesis. The responses on the questionnaire answering the research questions revealed that there is a positive relationship between leadership style, talent management, succession planning on the retention of staff in the hospitality industry in Abuja. It also rejected the null hypothesis of the study thereby averring that the three independent variables of Leadership style, talent management and succession planning exerts significant influence on employee retention. The study concluded that managers should ensure that these variables are considered while decisions on employee retention is being made in their various organisations in the hospitality industry. A total of six recommendations were made on how to enhance employee retention by the study.
Key words: Leadership style. Employee retention, Talent management, Succession Planning
I. INTRODUCTION
Employee retention in organizations is one of the critical variables in the employment life cycle. This has become portentous as the need to retain employees in an organization has surpassed the need to employ more staff. Retaining skilled employees in the ever-competitive business environment has become a paramount responsibility since it has assumed a factor in sustained productivity optimization. This concept however, became popular after the late 1970s when there was an increase in staff mobility due to the presence of a variety of jobs and increase in the number of workers and those willing to take up positions in various industries. As work became more competitive and specialized, the fear of increased labour turnover and mobility brought the concept and need for employee retention to the fore.
Effective employee retention strategy has become pivotal in ensuring that employees who have overtime been trained, have well developed knowledge, skills and abilities complemented