Britton views organizational health as the achievement of employee and organizational goals.
He also refers that the need to create an environment to support a healthy organization.
The remaining 20 studies (20.8%) are either literature reviews exploring various HRM concepts and theories, or general reviews written by experts in the HR field (see Appendix).
These statistics demonstrate a clear deficit of qualitative studies addressing the issues, strategies and challenges related to employee retention in HRM domain.
In turn the interaction between these variables affects an organizations ability to achieve its goals.
De Smet, palmer, and Shaniger (2007) referred organizational health as soft factor that affect an organization's ability to perform such as leadership, direction, capability, and cultural values, and accountability; coordination and control as 'hard factors'.
Definition and Importance of Employee Retention The concept of employee retention was defined variedly in the literature. (2012) and James and Mathew (2012) defined the concept as a voluntary process by any organization to avail an environment which encourages and motivates people to remain with the entity for the maximum period of time. 38), defined it "as initiatives taken by management to keep employees from leaving the organization, such as rewarding employees for performing their jobs effectively, ensuring harmonious working relations between employees and managers, and maintaining a safe, healthy work environment."The importance of employee retention is well-documented in the literature, particularly in terms of turnover-related costs. (2006) noted that turnover is costly in that employers find replacement cost and hidden organization cost high, while employees find the monetary and psychological costs extremely challenging.
Chhabra and Mishra (2008) stated that "the corresponding costs to the firm with regard to employees' quitting the organization and the subsequent hiring or replacement of employees can be quite significant in terms of personal, work-unit and organizational readjustments." Allen et al.
Nearly all the quantitative studies reviewed used the survey approach in data collection, while most qualitative studies used in-depth interviews for the same purpose.
Survey questionnaires and in-depth interviews were used in most mixed method studies, while most general reviews and literature reviews relied on secondary research and existing datasets.