最后，研究强调需要增加被调查者的数量，需要扩大组织和专业员工的覆盖面。从更广的范围来看，可能会出现不同的结果。本研究中所确定并测试的因素分布在组织层面和工作层面，并被证明与个人的留职意向和离职意向有关。因此，研究结果对于人力资源和组织设计一个稳健的策略来留住员工具有重要的积极意义。通过了解影响离职和离职意愿的因素，可以减轻本文所讨论的离职或离职带来的负面影响。然而,其中的一个因素框架模型,这是赔偿,可能会导致小,介质,企业组织需要考虑使用它的保留策略,因为他们无法提供具有竞争力的薪酬比较大的组织使用补偿作为他们的保留策略之一,Ghosh等人(2013)对此表示支持，认为大型组织有能力提供更好的薪酬待遇，如赞赏奖和表彰奖。另一方面，本文提出未来的研究方向是研究员工敬业度、员工保留度与组织绩效之间的关系。未来研究的重要意义将为本组织创造更广泛的范围来了解和收获保留战略的好处。
新西兰HR作业代写:扩展组织
Finally, the research is emphasizing the needs to increase the number of respondents, and needed to expand larger coverage of organizations and professional employees. The wider scope as it may goes, the possibility differ outcome it may be. The factors identified and tested in this study which distributed into organizational level and job level are proven related to the individual intention to stay and to quit. Thus, the finding show significant positive for human resource and organization to design a robust strategy to retain employees. The negative impacts due to turnover or quit the job that discussed in this review could be alleviated by the help of to understand the factors influence the intention to stay and to quit. However, one of the factor in the framework model, which is compensation, may cause the small, medium, enterprises organizations to consider to use it as one of the retention strategy as they are unable to offer competitive compensation packages compare to larger organizations who use compensation as one of their retention strategies, this is supported by Ghosh et al. (2013) stated large organizations could afford to provide better compensation package such as appreciation and recognition award. In the other hand, the future research suggested in the paper is to examine the relation between employee engagement, employee retention and organizational performance. The significant of the future research would create a wider scope for the organization to understand and harvest the benefit of retention strategies.
