NOLEGEIN Journal of Performance Management & Retention Strategies

NOLEGEIN Journal of Performance Management & Retention Strategies  [2581-4087(e)] is a peer-reviewed hybrid open-access journal launched in 2018 that provides a platform to discuss new issues in the area of performance management and retention strategies. The journal also seeks to advance the quality of research by publishing papers introducing or elaborating on new methods in employee engagement and retention.

• Performance Management Systems: Research on the design, implementation, evaluation, and effectiveness of performance management systems, including goal setting, performance standards, continuous feedback, performance reviews, employee development, and alignment between individual and organizational objectives.
• Employee Retention and Turnover Management: Studies on employee retention, turnover intention, voluntary and involuntary turnover, intent to stay, withdrawal behavior, retention planning, workforce stability, and organizational strategies for reducing unwanted employee attrition.
• Employee Engagement and Organizational Commitment: Research on employee engagement, affective commitment, organizational identification, job involvement, organizational citizenship behavior, employee experience, empowerment, communication, and their relationships with performance and retention.
• Motivation and Work Behavior: Studies examining intrinsic and extrinsic motivation, expectancy theory, equity theory, Herzberg’s motivation–hygiene theory, goal-setting processes, self-regulation, psychological needs, rewards, recognition, and other motivational mechanisms influencing employee behavior and performance.
• Leadership and Employee Retention: Research on transformational, transactional, ethical, authentic, servant, and responsible leadership; leader–member exchange; supervisor support; trust; leadership effectiveness; and the influence of leadership practices on employee engagement, commitment, performance, and retention.
• Talent Management and Career Development: Studies on talent acquisition, talent identification, succession planning, career development, career mobility, high-potential employees, competency development, mentoring, coaching, training, and organizational practices for attracting and retaining skilled employees.
• Performance Appraisal and Feedback: Research on appraisal methods, performance ratings, competency assessment, 360-degree feedback, developmental feedback, appraisal fairness, performance conversations, rating bias, and the effectiveness of traditional and continuous performance-evaluation systems.
• Rewards, Compensation, and Recognition: Studies on pay structures, incentive systems, executive compensation, performance-linked rewards, employee benefits, total rewards, recognition programs, pay equity, perceived fairness, and their influence on motivation, satisfaction, performance, and retention.
• Job Satisfaction and Quality of Work Life: Research on job satisfaction, meaningful work, psychological climate, working conditions, employee well-being, quality of work life, workplace relationships, perceived organizational support, and their effects on employee attitudes and retention.
• Work–Life Balance and Flexible Work Practices: Studies on work–life balance, flexible working arrangements, hybrid and remote work, family-friendly policies, workload, employee autonomy, occupational stress, burnout, and organizational interventions designed to improve employee well-being and retention.
• Organizational Behavior and Workplace Psychology: Research on individual and group behavior in organizations, organizational justice, social exchange, workplace attitudes, personality, self-identity, psychological climate, organizational culture, interpersonal relationships, group dynamics, and positive organizational behavior.
• Organizational Culture and Employee Experience: Studies on organizational values, workplace culture, cultural fit, employee experience, inclusion, belonging, organizational climate, workplace communication, and the ways organizational culture influences performance, engagement, and employee retention.
• Workplace Stress, Burnout, and Employee Well-Being: Research on occupational stress, burnout, psychological health, workload, abusive supervision, workplace conflict, coping, resilience, emotional exhaustion, employee assistance, and organizational strategies that promote healthy and sustainable work environments.
• High-Performance Work Systems and HR Practices: Studies on high-performance work systems, strategic human resource management, recruitment, selection, training, performance management, compensation, employee participation, empowerment, and bundles of HR practices associated with workforce performance and retention.
• Workplace Diversity, Equity, and Inclusion: Research on workforce diversity, gender, generations, cultural differences, minority employees, equity, inclusion, discrimination, accessibility, psychological safety, and organizational approaches to creating inclusive workplaces that support retention and performance.
• Employee Relations and Workplace Justice: Studies on distributive, procedural, interpersonal, and interactional justice; employee relations; fairness perceptions; grievance handling; trust; ethical treatment; conflict management; and their impact on employee attitudes, commitment, and retention.
• People Analytics and Evidence-Based HR Management: Research using workforce analytics, predictive modeling, employee surveys, pulse surveys, natural language processing, machine learning, turnover prediction, performance analytics, and other data-driven methods to support HR and retention decisions.
• Digital HR and Technology-Enabled Performance Management: Studies on HR information systems, artificial intelligence in HR, digital performance platforms, remote workforce management, employee monitoring, digital learning, automated feedback, people analytics, and the organizational implications of technology-enabled HR practices.
• Sectoral and Comparative Workforce Studies: Research examining performance and retention across healthcare, nursing, information technology, banking, hospitality, tourism, education, logistics, manufacturing, construction, public services, and other sectors, including comparative studies across occupations, organizations, countries, and cultures. The journal’s present scope already spans several such workforce contexts.
• Future of Work, Performance, and Retention: Research on hybrid work, generational change, artificial intelligence, automation, skills transformation, changing career expectations, workforce resilience, new employment arrangements, and emerging organizational practices affecting employee performance and retention.