The Impact of Knowledge Sharing on Employee Retention

Abstract

This research contributes to the discussion of the complex issue of employee retention in developing countries such as Lebanon and the middle east. When considering the adoption of succession planning, the study aims to explore some noteworthy directions for data analytics and thus offers a significant step towards a comprehensive understanding of retention. The study aims to find the impact of succession planning on the link concerned between knowledge sharing activities and staff turnover/retention. In this research the theory of planned behavior and Herzberg’s two-factor theory were adopted as theoretical frameworks. In addition, a quantitative empirical research via online questionnaire was conducted, and a total of 327 employees completed the survey. The study used SPSS statistical software version 26 to test the relationship between the variables. The demographic profile of respondents, the quality of data measured, the reliability of the instrument used, and hypothesis testing were all statistically assessed in order to determine the association between knowledge sharing and employee retention. The results conducted showed positive relationships between knowledge sharing (explicit and/or implicit) with employee retention. The statistical analysis signified that succession planning also acts as moderator on the relationships, where it showed a significant positive influence. This research findings confirm the importance of having a succession plan in place, especially when organizations want to encourage implicit knowledge sharing behaviors.