The Role of Employee Engagement & Employee Retention: A Study of Indian Start-ups
Authors: Nandini Dhaked, Anjali Shrivastava
MBA Candidates, School of Management & Commerce, Vikrant University, Gwalior, India
Corresponding Mail:
Email: nandini1997dhaked@gmail.com
anjalimunmun81@gmail.com
Supervisor: Mrs. Abhilasha Parashar
Assistant Professor, School of Management & Commerce, Vikrant University
Abstract:
Employee retention has become a growing concern in the dynamic and fast-evolving landscape of Indian start-ups, where limited resources, high competition, and a constantly shifting market environment challenge organizational stability. This study investigates the critical role that employee engagement plays in influencing retention decisions within Indian start-ups, particularly in sectors such as technology, e-commerce, fintech, and healthcare. Grounded in the theoretical framework of the Utrecht Work Engagement Scale (UWES) by Schaufeli and Bakker, this research explores three core dimensions of engagement—vigor, dedication, and absorption—and their individual and collective impact on employee retention.
A quantitative research methodology was adopted, involving structured surveys administered to a purposive sample of 300 full-time employees working in various start-ups across India. The data collected were analyzed using correlation and regression analysis to determine the strength and nature of the relationship between engagement and retention. The findings of the study reveal a statistically significant and positive relationship between employee engagement and retention, with highly engaged employees reporting a stronger intent to remain in their current organizations. Among the multiple drivers of engagement, organizational culture, leadership style, and career development opportunities were found to be the most influential in determining retention outcomes.
Furthermore, the study found that while financial compensation plays a role, it is often outweighed by intrinsic motivators such as recognition, meaningful work, autonomy, and alignment with organizational values. Start-ups that cultivate a supportive work environment, offer learning opportunities, and maintain open lines of communication are better positioned to retain top talent. These findings have significant implications for start-up founders, HR professionals, and policymakers who aim to reduce attrition, improve organizational performance, and foster sustainable business growth in emerging economies.
