Shanlax International Journal of Management

An Empercial Study on the Impact of Employee Retention Practices in Hospitality Industry in Chennai

S Ravi, B Karthi Geyan — Thu, 01 Jan 2026 12:04:05 +0000

The impact of globalisation has changed the entire world by bringing the populace closer to one another. Rapid changes are perceived in all the fields of Tourism and Hospitality, Engineering, Information Technology, etc. The hospitality industry has encountered significant changes in recent times, with a great deal of national and international competitors in the market. (Lehto, X et al., 2022)10. The Indian hotel industry has developed recently due to the entry of worldwide brands into the hospitality market. In the global business atmosphere, employee responsibility, efficiency, and consequences in retention measures are essential for management to confront temporarily, begin charge of reliable solicitousness, corporate revamping endeavour, and rigid conflicts. (Ghani.B et al., 2022)5. This study aims to explore the impact of employee retention practices in the hospitality industry in this research study. Hence, the researcher’s goal was to analyse the cause of employee retention practices in the hospitality sector in Chennai. For this purpose, the researcher chose 120 respondents through a random sampling technique. The researcher has acquired their views about the overall impact of employee retention practices by using a well-administered questionnaires followed by data was gathered through demographic profile including employee behaviour in hotel industry applied Likert’s 5 point scaling method(Chand, M.,2010)1. For this study, the researcher used various statistical analyses, such as analysis of percentage, examination of mean score, standard deviation, and assessment of ANOVA, including analysis of correlation. The research shows that the vast majority of respondents are in the 36-45 years of age group, and are graduates who have worked in two hotels before joining the current hotel. Implication: The results revealed that not all respondents’ educational background and work experience had the same effects on employee retention practices.

Motivational Factors of Migration among Brick Kiln Laborers: A Study of Numaligarh, Golaghat District, Assam

Biswajyoti Doley — Thu, 01 Jan 2026 12:07:53 +0000

Migration is an observable fact occurring all over the world and it is considered as the third component of population change- ‘mortality, and ‘fertility’ being the first two. Migration being a response of human organism to economic, social, political change in society, poses number of challenges as well as opportunities to the area concerned. But, if the process continued after certain extent, it became a nuisance and act as an obstacle in the prosperity of the region by posing numerous socio-economic difficulties. In some part of the country especially in the North eastern part of India Migration became a matter of great concern. In Assam, especially in the place like Numaligarh, Golaghat district, this phenomenon of movement of people has contributed largely to the rapid growth of the state population leaving both the migrants and the residents of the area in a very unwanted and malicious situation The present study deals with the District of Golaghat, where there is a large concentration of brick kilns and remarkable increase in migrants are seen in the area who is mainly working in the brick kilns.

A Contemporary Review on Stress and Coping Strategies in the Workplace: Recent Perspectives (2020–2025)

CR Surekha, S Antony Rosario, P Iraianbu — Thu, 01 Jan 2026 12:10:02 +0000

Occupational stress has emerged as a major concern influencing employee well-being, productivity, and organizational effectiveness. This paper reviews studies on workplace stress and coping strategies published between 2020 and 2025, with particular attention to post-COVID-19 changes, such as digital fatigue, remote–hybrid work patterns, and shifting job demands. This review integrates recent empirical findings and theoretical perspectives to identify key stressors, common coping mechanisms, and organizational practices that strengthen employee resilience. An empirical assessment was conducted among employees of Ninestars Information Pvt. Ltd., Chennai, using a structured questionnaire (sample size: 120; tools: standardised stress-assessment scale and coping inventory). The reliability values (Cronbach’s α) for the scales ranged from 0.82 to 0.88, indicating good internal consistency. The results show that adaptive coping, clear role expectations, supportive leadership, and accessible mental health initiatives substantially reduce stress levels. This study underscores the growing importance of psychological flexibility and digital well-being in modern workplaces. Future research should examine stress patterns across different digitally intensive job roles to tailor interventions more effectively.

Hybrid Teaching and Its Effect on Work-Life Balance of Women Teaching Faculties in Colleges: Evidence from Madurai District

Vandhana K, Kanagavalli G, Nirmalkumar G — Thu, 01 Jan 2026 12:13:04 +0000

This study examines how hybrid teaching affects the work-life balance (WLB) of female faculty in Indian higher education using empirical results from the Madurai District of Tamil Nadu. This study is based on the assumptions of the work-family conflict theory and the Job Demands Resources (JD-R) model, which conceptualises hybrid teaching as a dual-force phenomenon that escalates job demands while simultaneously offering institutional and technological resources that affect the well-being of the faculty. The research conducted reliability testing, exploratory factor analysis, correlation, multiple regression, and mediation tests on a structured survey of 412 women faculty in 32 colleges to test the suggested model. It has been found that the negative contribution of hybrid workload to WLB is significant ( = -0.22, p < 0.001), but institutional support ( = 0.52, p < 0.001) and digital infrastructure ( = 0.47, p < 0.001) positively influence it. Workload was partially related to WLB through psychological well-being (indirect effect = 0.16, p < 0.001). The model describes 52 percent of the WLB variance. This emphasises the importance of organizational and psychological resources in determining balance. The findings point to the need for gender-sensitive institutional processes, such as workload rationalisation, trustful digital infrastructure, and mental health programs that could minimise work–family conflict and reinforce academic resilience. Future studies must use both longitudinal and comparative designs so that the changing models of hybrid education can be studied in as many respects as possible in terms of faculty well-being in relation to changing institutional types, regions, and gender identities.

A Study on 30-60-90 Days Orientation Plan & Feedback from New Joiners at Thinkfounders Advisors Private Ltd - Bangalore

K Karthikeyan, M Karpagaratchambikai, A Archana Devi — Thu, 01 Jan 2026 12:14:10 +0000

This study focuses on the effectiveness of the 30-60-90 days orientation plan and feedback from new joiners at Think Founders Advisors Pvt. Ltd., Bangalore. The research aims to evaluate how well the structured on boarding process helps new employees adapt to the organizational culture, understand their roles, and improve overall job satisfaction. Data was collected through surveys and feedback sessions to assess engagement levels, clarity of communication, and training effectiveness across each phase of the orientation period. The findings highlight key strengths such as improved role understanding and smoother integration, while also identifying areas for enhancement in mentorship support and feedback mechanisms. The study concludes that a well-designed 30-60-90-day orientation plan significantly contributes to employee confidence, productivity, and long-term retention.

The Role of MSME in Creating Rural Entrepreneurship and Employment in North East India

Chinzakhum Vaiphei — Thu, 01 Jan 2026 00:00:00 +0000

Micro, Small and Medium Enterprise (MSME) plays an important role for most of the developing economy. In Indian economy, MSME has emerged as highly vibrant and dynamic sector for the last five decades. This sector helps in providing opportunities for upcoming entrepreneurs; generates employment and contributes towards industrial development. It is the 2^nd largest employer after agriculture sector and generates 24.4 crore employment (Udyam Portal and UAP). MSME contributes around 30% of India’s GDP, 36% of total manufacturing output and over 45% of India’s export (MSME Annual Report, 2024-25). The North East India (NEI) comprises of eight states namely Arunachal Pradesh, Assam, Manipur, Meghalaya, Mizoram, Nagaland, Sikkim and Tripura. The total geographical area and population of the region is 2, 62,179 sq. km and 45.50 million in 2011. The North East India is gateway to East Asia and has been acknowledged as a strategic focus for ‘Act East Policy’, earlier known as ‘Look East Policy. Out of India’s total international land border (15,106.7 km), 36 per cent is shared by North East India with its neighbouring countries. Sharing a large international land border emerges as a big opportunity for North East India to reap benefits of cross border trade with neighbouring countries through development and growth of different programmes and schemes adopted by Ministry of MSME. North East India is endowed with plenty of untapped natural resources like forest, rivers, petroleum, copper, iron and uranium etc. These resources can be utilized for all economic development and employment generation in the region. The Ministry of MSME is actively promoting the development of MSME in the NER through the different programmes and schemes. The NER is still depending on mainland of India in necessary commodities and manufacturing needs. More development and growth of MSME through different programmes and schemes is the need of the hour for the NER. The present study will highlight the role play by the MSME in creating rural entrepreneurship and generating employment in North East India in particular and India in general. The study is descriptive in nature and the study is purely based on secondary data extracted from various Government reports - MSME Annual Reports and research papers related to MSME, books, magazines etc.

Employee Competencies and their Impact on Career Development: An Analytical Study of Women College Teachers in Chennai

Aarthy Infanta, RS Balakumar — Thu, 01 Jan 2026 00:00:00 +0000

In an era marked by rapid technological advancements and increasing demands for quality in higher education, the competencies of teaching staff are paramount. This study provides a comprehensive analysis of the key employee competencies and their impact on the career development of women college teachers in self-financing Arts and Science colleges in Chennai, India. The primary objective was to identify the prevalent competencies and evaluate their predictive power on career progression. A quantitative research design was employed, utilizing a structured questionnaire administered to a sample of 100 women teachers selected through convenience sampling. Data were analyzed using descriptive statistics, independent samples t-test, correlation analysis, and multiple linear regression. The findings reveal that the five core competencies—Educational, Learning, Social & Behavioural, Managerial, and Technological—collectively explain a significant portion of the variance in career development (R² = 0.467, F(5, 94) = 16.45, p < .001). Notably, Educational Competency emerged as the most potent predictor (β = 0.399, p < .001), followed by Managerial Competency (β = 0.184, p = .002) and Learning Competency (β = 0.215, p = .016). Paradoxically, Technological Competency was found to be a non-significant predictor. The study concludes that for women academics in this context, career advancement is more closely tied to integrated pedagogical and leadership capabilities than to isolated technical skills. These results have important policy implications for institutions. suggesting that colleges should prioritize holistic faculty development programs and establish formal career paths that reward a wide range of professional skills.