The Impact of leadership on employee retention : qualitative research for employees and managers in Keusote’s home care services
Salo, Anette; Wilenius, Sofia (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025060520885
https://urn.fi/URN:NBN:fi:amk-2025060520885
Tiivistelmä
The purpose of this thesis was to examine how supervisory work and leadership affect the retention of employees working in home care. The aim of the study was to identify key areas of supervisory work and leadership practices that support job satisfaction and the well-being of the work community, thereby promoting employee retention. In addition, the study explored leadership practices that may weaken employee commitment and increase turnover.
The study was conducted as a qualitative research project, and the data was collected through a questionnaire completed by home care employees and supervisors. The data analysis was carried out using an inductive content analysis method.
Based on the results, supervisory work plays a crucial role in employee retention. Employees felt that fair, inclusive, and attentive leadership supported their well-being at work and increased their commitment to the workplace. Key positive factors included the accessibility of the supervisor, recognition of employee individuality, equal and fair treatment, opportunities for professional development, and support for work ability. Conversely, factors that weakened well-being and commitment included perceived unfairness in leadership, unequal distribution of workload, and the supervisor’s distance from employees.
In conclusion, it can be stated that good supervisory work and high-quality leadership strengthen employee commitment and reduce the desire to change workplaces. In contrast, poor leadership quality does not bind employees to the organization and negatively impacts their well-being and willingness to stay.
The study was conducted as a qualitative research project, and the data was collected through a questionnaire completed by home care employees and supervisors. The data analysis was carried out using an inductive content analysis method.
Based on the results, supervisory work plays a crucial role in employee retention. Employees felt that fair, inclusive, and attentive leadership supported their well-being at work and increased their commitment to the workplace. Key positive factors included the accessibility of the supervisor, recognition of employee individuality, equal and fair treatment, opportunities for professional development, and support for work ability. Conversely, factors that weakened well-being and commitment included perceived unfairness in leadership, unequal distribution of workload, and the supervisor’s distance from employees.
In conclusion, it can be stated that good supervisory work and high-quality leadership strengthen employee commitment and reduce the desire to change workplaces. In contrast, poor leadership quality does not bind employees to the organization and negatively impacts their well-being and willingness to stay.