Employees who feel highly connected to their company and who identify with their organization are usually more committed to their employer’s interests and goals. They are more willing to accept change and new developments and remain loyal to the organization. This makes employee retention a key success factor that should not be left to chance but requires special attention and active design.

This book shows psychological dimensions and mechanisms of employee retention and imparts the necessary knowledge and approaches to action in order to maintain or promote them. The reader receives a condensed overview of the relevant concepts and the relevant empirical findings on conditions and consequences of commitment and identification. Particular attention is paid to attachment and identification in connection with mergers, in the context of temporary work and in different cultures. The author gives concrete advice and recommendations for active retention management and finally shows perspectives for future research.

For:
• managers, HR managers, personnel and organizational
developers
• personnel and business consultants
• personnel psychologists, students, researchers and
teachers from the fields of industrial, business and
organizational psychology, business psychology,
social and economic sciences and educational sciences