Employee Retention through Leadership, Satisfaction, and Support: A Systematic Review

Abstract

This article aims to develop a conceptual model that integrates Employee Engagement, Work Environment, Compensation Practices, and Organizational Support as the main determinants of Employee Retention in the context of modern organizations. The main objective of this study is to map the relationships between variables and formulate interaction patterns that can serve as a basis for empirical research related to employee retention. Using a Systematic Literature Review (SLR) approach, this study identifies patterns of findings and relationships between variables from indexed literature from 2015 to 2025, analysing 125 articles thematically using the PRISMA method. The findings show that Employee Engagement is a dominant factor that consistently plays a role in increasing employees' tendency to stay. A conducive work environment, competitive compensation, and organizational support have been proven to strengthen affective commitment and intention to stay. The four variables interact with each other to form a retention mechanism that is influenced by individual, structural, and psychological factors. This article offers a new conceptual model that links engagement, work environment, compensation, and organizational support in a comprehensive framework, combining theoretical lenses such as Social Exchange Theory, Job Demands–Resources, and Organizational Support Theory.