ISSN: 2222-6990
Open access
Employee retention is a critical concern for organizations worldwide due to the high rates of employee turnover. This paper investigates how human resource strategies influence an employee's decision to remain with or leave a firm, particularly within the context of the Iraqi banking sector. Despite existing literature, there is a scarcity of studies that provide a comprehensive model of organizational antecedents affecting employee retention. This study aims to examine the relationship between organizational retention factors and employee retention while considering the moderating effect of job satisfaction. Data were collected through a survey of employees in Iraqi banks, and the relationships were validated using variance-based structural equation modeling (SEM) via the SmartPLS method. The findings indicate that organizational retention factors—specifically supervisor support, job conditions, compensation, work-life balance, job advancement, and job security—significantly influence employee retention. Furthermore, job satisfaction positively moderates the relationships between these factors and employee retention, except for the relationship between supervisor support and employee retention.
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