Psychological employee's retention within an Irish security industry

Abstract

The high turnover rate of employee in the Irish security industry, the training involved in the profession and the legislation implied, the main objective of the association embedded to all trading companies, addressing the quality service sector introduced in the profession in order to gain customer satisfaction and the ability to investigate how to improve workers retention, and the questions based on how hugely this sectors are playing in the term of retaining employee and saddled with problems of skill shortages due to high rate of attrition? Methodology / approach: A deductive approach style of survey was employed for the research, and it was based on most staff working in the front offices of retailing, static and door supervisors, with some managers. Primary data were collected through survey which involves questionnaires and interviews with mini focus to elaborate and were employed in an exploratory manner and the preliminary information gathered from this exploratory research where then utilised in generating an analysable quantitative data triangulate. Findings / Conclusion: The drivers of retention are limited career prospect, like work-life balance, managerial styles, lack of recognition, poor level of employee involvement, and pay rate are the push factors that can address dissatisfaction with work and organisation leading to labour turnover. The combination of good managerial style and satisfaction of employees will develop a psychological contract and help to have an extreme impact on motivation and commitment and will invariably reduce turnover. Originality / Value: This dissertation research will protrude a guide for managers especially the HR managers in the industry on how to manage the high rate of attrition and it will help to develop the role of irresponsibleness for managers of the organisations to save cost and attain a level of competitive advantage and to maintain profit.