INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue XI, November 2025

www.ijltemas.in Page 583

Employee Retention Management – Analyzing Factors Influencing

Possible Employee Turnover in The Information and Technology Sector

DOI:

for talent in multinational and domestic companies. This positive situation has suddenly increased the demand

for skilled and talented employees. Employee job mobility was frequent in the Information Technology sector.

Now, this trend is gradually spreading to other industries. Experts liken this to a virus because it signals that

employers should focus on retaining talented and skilled staff, considering the costs of recruitment, selection,

onboarding, training, and development. This shift has moved attention from simple personnel management to

strategic human resources management, especially in IT, where the workforce is the key resource. Today, the

main concern for human resources managers is keeping talented employees within the organization. This paper

offers a comprehensive overview of employee retention and examines the main factors that influence an

employee's likelihood of leaving the IT sector.

Keywords – IT sector, Talent retention, Frequent change of jobs, Major concern.

business world. Especially, software companies in India are facing the challenge of retaining talented employees.

Software companies are investing heavily in recruitment, training, and developing young, talented employees.

Despite providing numerous facilities and offering competitive pay packages, software companies are struggling

to retain talented employees. Thus, this situation has provided an opportunity to explore the various issues related

to the management of talented employees in software companies and to deliver practical results.

Formulation of the Problem

Software companies today are increasingly challenged by employee retention issues, with frequent job shifts

disrupting organizational stability and growth. Although various retention strategies are adopted, high attrition

persists, indicating a gap in understanding the factors that drive employees to leave. To strengthen knowledge

of retention management and its significance for organizational development, the present research paper focuses

1

2

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue XI, November 2025

www.ijltemas.in Page 584

Method Of Collecting The Data

As stated earlier, the goal of the study is to examine factors responsible for a probable shift in employees in the

Software Industry. The data were collected using questionnaires. The questionnaires were delivered by

hand/email/web link to the respondents. A letter of approval to conduct the present study and a covering letter

structured questionnaire on a five-point Likert scale. For data analysis and interpretation, the Kaiser-Meyer-

Olkin Measure of Sampling Adequacy, Bartlett's Test, and factor analysis techniques were used. Data processing

was done using the SPSS package.

RESULT ANALYSIS

To identify the factors responsible for the probable shift of an existing employee, based on collected primary

data, a factor analysis was conducted. Principal component analysis was used as the extraction method. The

Kaiser rule for the number of factors to extract was applied. Eight factors were extracted, viz., working

environment, working hours, motivation, recognition, equal treatment, work-life integration, and incentives and

rewards. The results of factor analysis are as follows.

Table 1 - KMO and Bartlett's Test

Table 2 - Communalities

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue XI, November 2025

www.ijltemas.in Page 585

Table 3 - Total Variance Explained

Table 4 - Component Matrix

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue XI, November 2025

www.ijltemas.in Page 586

Figure 1 – Scree Plot

for the probable shift of an existing employee. Factors such as recognition, motivation, working environment,

scope for career growth, working hours, work-life integration, and equal treatment play a pivotal role in

determining an existing employee's decision to stay in the current company. Component 2 is set to be the second-

prioritized factor, which includes equality of treatment, incentives and rewards, and work/life integration.

Component 3 indicates that incentives and rewards, scope for career growth, motivation, and working hours are

the least prioritized factors in determining the stay of an existing employee with the current company. The scree

plot provides a concrete explanation for the significant factor loadings for components 1, 2, and 3.

CONCLUSION

From the above analysis, it is true that the work environment includes various factors such as hierarchies,

company culture, management styles, and human resources policies. Employees' feelings of fulfillment and

INTERNATIONAL JOURNAL OF LATEST TECHNOLOGY IN ENGINEERING,

MANAGEMENT & APPLIED SCIENCE (IJLTEMAS)

ISSN 2278-2540 | DOI: 10.51583/IJLTEMAS | Volume XIV, Issue XI, November 2025

www.ijltemas.in Page 587