NOLEGEIN Journal of Performance Management & Retention Strategies

ISSN: 2581-5067

Editors Overview

njpmrs maintains an Editorial Board of practicing researchers from around the world, to ensure manuscripts are handled by editors who are experts in the field of study.

Focus and Scope

About the Journal

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.


Papers Published

Publication Charge


Focus and Scope

  • Retention Strategies: Follow-up studies, In-person follow-up, Systematic review, Methods, Retention, IT professionals, NHS, Healthcare, Theory of planned behavior, corporate social responsibility (CSR), Low-income population, Minorities, Clinical studies, Review, Recruitment, Nurse retention, Nursing, Practice environment, Workforce, Longitudinal studies, Partial least squares, Customer relationship management, Business intelligence, Churn management, Customer lifecycle, E-commerce, Support, Expectations, Identity.

  • Retention and Motivation Theory:  Turnover intent, Loyalty, Burnout, Job satisfaction, Perception of management, Career development, Community building, Customization, Overall satisfaction, repurchase intention, switching barriers, Retention plans, high-performance work systems (HPWS), Quality of Work Life, Intrinsic, Extrinsic, Educational attainment, Computer-mediated communication, Distance education, and telelearning, Improving classroom teaching.

  • Herzberg’s Theory:  Work motivation, Seasonal, Employee, Hospitality, Tourism, Herzberg, Job satisfaction, Retention, Intent to stay, Psychology, Social science, Occupational psychology, medical laboratories, culture, Training, Teamwork improvement, Task efficiency, Construction, Prospect theory, Three-factor theory of customer satisfaction, corporate ethics, Consumers, Consumer perception of ethics, Brand misconduct, Education employees, Switching barrier, Mobile telecommunication service.

  • Equity Theory:  Workforce nationalization, Bibliometrics, Bibliometric analysis, Marketing, sustainable development goals, sharing economy, Reciprocity, Commitment, Interpersonal relations, Piracy, Ethical behavior, Ethics, IT ethics, Dictator games, Property rights, social preferences, pay dispersion, pay structure, pay variation, Legitimacy perceptions of pay, Bargaining power, Ultimatum game, No-veto-cost game, Joint production, Efficiency, Rejection rates, Equity, Fairness.

  • Expectancy theories: Project management, Stakeholder participation, Psychological climate, Organizational climate, Motivation, Value-belief-norm theory, environmental intentions, Group tours, Sustainable tourism, Tourists behaviors, Attitude, Environmental concern, Health consciousness, Natural content, Natural food products, Price barrier, Response expectancy, performance-based contracts (PBCs), timing, foraging, decision, choice, behavioral ecology, patch departure, optimal foraging, Performance measurement, Real effort experiments, Energy efficiency, Refurbishment, Residential buildings, Decision-making.

  • Organizational behavior management:  Callings, Self-identity, Meaning, Careers, Motivation, Vocation, Work, Occupation, Responsible leadership, Unethical pro-organizational behavior, Leader-follower value congruence, Trickle-down effect, Social learning theory, Reciprocity, Social exchange, Systematic literature review, organizational justice, distributive justice, procedural justice, interactional justice, fairness, meta-analysis, correlates, Authentic leadership, Positive organizational behavior, Multi-level model, Multiple levels of analysis, Self-regulation, Goals, Motives, Goal choice, Goal pursuit.

  • Behavioral systems analysis: Bullying, Ecological system theory, Peer victimization, Innovation systems, System weaknesses, Policy, Environmental innovations, Renewable energy, Systems analysis, Design thinking, performance improvement, performance management, process improvement, total performance system, communication networks, derived relational responding, interlocking behavior contingencies, behavioral side effects, high throughput.

  • Role of leaders in employee retention: Ethical Leadership, Leader Effectiveness, Work-related Stress, Turnover Intention, Transformational leadership, Leader-member exchange (LMX), Affective commitment (AC), Boss, Manager, Retention, Departmental support, Supervisor support, Group trust, Firm profitability, Authentic leadership, Capital, Family, Social Environment, Spirit of Entrepreneurship and Entrepreneurship Interests, Rewards and Recognition, Career Enhancement, Performance Appraisal, leadership styles, banking sector.

  • Employee engagement and retention:  Engagement, Shipping, Turnover, employee management, Logistics, deep NLP, Pulse survey, Generational characteristics, human resources, performance, work-life balance, communication, HR, Organization, Talent Management Practices, Employee Engagement, Flexible work policy, Outcomes, Productivity, Hierarchical decision making, Organizational citizenship behavior, Job Stress, Automotive Industry, Career Development, Leadership, Empowerment, Compensation.

  • HR and employee retention: Cross-border acquisition, Employee retention, Knowledge transfer, National cultural distance, Organizational culture differences, Performance, Executive compensation, Stock option repricing, Life–work balance, training, employee relations, career development, Abusive supervision, Coping, Positive affect, Ingratiation, Growth, Survival, Employees, Organizational commitment, Work attitudes, Employee withdrawal, Job stress, Commitment profiles, Person-centered research.

  • Benefits of Employee Retention:  Family friendly, job satisfaction, organizational tenure, retention management, withdrawal cognition, Work-life benefits, Recruitment, Job choice, Organizational attractiveness, Organizational support, Total rewards, Front-line staff, Workload, longevity, staffing, role modeling, debriefing, professional conduct.

Open Access Statement

The NOLEGEIN Journal of Performance Management & Retention Strategies (njpmrs) is an open-access (OA) publication which provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge. All published works will be available to a worldwide audience, free, immediately upon publication. Publication in the journal is subject to payment of an article processing charge (APC). The APC serves to support the journal and ensures that articles are freely accessible online in perpetuity under a Creative Commons licenses.

Publication Ethics Statement

njpmrs fully adhere to Code of Conduct of Publication Ethics (COPE) and to its Best Practice Guidelines. The Editorial Team enforces a rigorous peer-review process with strict ethical policies and standards to ensure the addition of high-quality scientific studies to the field of scholarly publication. In cases where njpmrs becomes aware of ethical issues, it is committed to investigating and taking necessary actions to maintain the integrity of the literature and ensure the safety of research participants. Click here to read more about the Research & Publication virtue ethics

Content Disclaimer

  • All the information’s, opinions, and views mentioned here represents the authors and the contributions of the articles.
  • Publication of articles, advertisements, or product information does not constitute endorsement or approval by the journal.
  • Cannot be help responsible for any error or consequences while using the information updated in this journal.
  • Although every effort is done by njpmrs to see that there’s no any inaccurate data, misleading data, opinion or statement within the journal, the data and opinions appearing in the articles are the responsibility of the contributors concerned.