Abstract:
A thorough literature review demonstrates the importance of job satisfaction, career
development, work-life balance, compensation, organisational culture, leadership, recognition,
and employee engagement in retention decisions. Theoretical frameworks like Social Exchange
Theory and Herzberg's Two-Factor Theory provide lenses for understanding employeeorganization relationships. This study takes a close look at the factors influencing employee
retention at Dilmah Ceylon Tea Company PLC, recognising the rising turnover as a critical
concern impacting the company's stability and competitiveness.
The study's methodology is positivist; it uses a deductive approach and a survey strategy with
634 employees. Ethical considerations rank informed consent, confidentiality, fair treatment,
transparency, and responsible research conduct as top priorities. Correlation and regression
analyses show significant positive associations between employee career advancement,
compensation, and supervisor-subordinate relationships with retention; these findings highlight
the significance of both fostering positive relationships and addressing compensation issues for
retention. Hypothesis testing further supports the significance of these factors.
To sum up, the study makes a theoretical and practical contribution by highlighting the
significance of strategic compensation practises and positive supervisor-subordinate
relationships for employee retention. The results offer practical insights for Dilmah Ceylon Tea
Company PLC and other organisations of a similar nature, directing strategies to improve
satisfaction, engagement, and retention in the changing tea industry. In this dynamic industry,
understanding and adjusting to specific retention factors is considered essential for
organisational success and sustainability.
