Employee Retention Strategies and Organizational Performance: A Case of Shalom University of Bunia/Ituri

Abstract

Employee retention presented a significant challenge for organizations globally, with high voluntary turnover adversely affecting performance, a problem acutely felt by universities in the Democratic Republic of Congo (DRC). This study examined the effect of employee retention strategies on the organizational performance of Shalom University of Bunia (USB) in the Democratic Republic of Congo. Guided by Maslow’s Hierarchy of Needs, Social Exchange, and Institutional theories, the research employed a descriptive design targeting 63 academic and administrative staff. Data collected through structured questionnaires were analyzed using SPSS (version 23). The findings revealed that employee engagement, communication, supportive leadership, and a positive work environment significantly enhanced retention and performance, while challenges persisted in reward systems, training alignment, and workload balance. The study concluded that a holistic strategy integrating both monetary and non-monetary factors, coupled with strong managerial support, is essential for improving employee retention and institutional performance at USB.