Exploring the Impact of Motivation and Leadership on Employee Engagement and Retention in HRM Practices
DOI:
https://doi.org/10.54536/ajbmi.v1i1.7049Keywords:
Employee Engagement, Employee Retention, Human Resource Management (HRM), Leadership Styles, Motivation, Transactional Leadership, Transformational LeadershipAbstract
This study explores the link between motivation and leadership in Human Resource Management (HRM) to improve employee engagement and staff retention. Incentives and leadership are crucial to influencing desire, behaviour, productivity, organisational attachment, and, therefore, turnover within organisations. The purpose of this study is thus to establish how various methods of motivation and leadership within HRM policies contribute to engagement and retention. The research also aims to establish which practices enhance a positive organisational environment in HRM. A survey research method using a 5-point Likert-type questionnaire was used to measure motivation, leadership effectiveness, job satisfaction, engagement, and turnover intention among the employees. Descriptive and inferential statistics on the data gathered were employed to determine how the identified practices impact key employee outcomes. Their work outlined that motivation from within, job satisfaction, and personal development opportunities have a distinct impact on the employees. Moreover, transformational leadership was more effective in increasing long-term employee turnover of the two types of leadership. Leadership behaviour and work motivators are important factors influencing positive attitudes towards work and turnover intention. To enhance employee retention and increase an organisation’s overall effectiveness, business firms should ensure their objectives align with their employees’ goals, corporate promotion procedures are based on merits, and the latter provide feedback and development opportunities.
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Copyright (c) 2026 Ahmad Zaid Ejaz, Aliza Tabassam, Farid ud Din Muhammad Masood, Azka Zahid (Author)
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