Abstract :

Employee retention is one of the major challenges for organizations, especially in IT sector, where high turnover rates can impact performance and increase costs. This study explores the role of engagement analytics in mediating the relationship between overtime, Job Satisfaction, and employee attrition. Utilizing secondary data from Kaggle and with the help of python’s libraries like Numpy, Pandas, Seaborn, Scipy stats, matplotlib and Networkx for analysis and visualizations, the study conducts correlation analysis to determine whether Job Satisfaction affects employee engagement to find that Job satisfaction is positively associated with engagement levels and mediation analysis among Overtime and employee attrition keeping engagement as a mediating variable to find that engagement has a minimal mediating effect on attrition whereas overtime highly positively affect attrition. The study leaves scope for further research governing unexplored factors affecting engagement and retention through primary data. The study also informs about the opportunities and challenges of integrating engagement analytics in driving employee retention.

---

Keywords :

analytics, Employee Engagement, Job Satisfaction, Mediating effect, Overtime, Retention

---

References :

1. Das, R. C., & Anjana, D. S. C. (2020). Conceptualizing the Importance of HR Analytics in Attrition In International Research Journal on Advanced Science Hub (IRJASH) Special Issue of First International Conference on Advancements in Management, Engineering and Technology (Vol. 02). www.rspsciencehub.com
2. Hemanth Kumar, T., Naga Kumari, V, Rao, A. N., Leela, C., Kumari, M., Janaki, G., Lakshmi, P. A., Siva, J., & Krishna, S. (2022). HR Analytics as a ModeratingRole in Effective Employee Engagement and its Outcomes. 20(8), 4913–4920. https://doi.org/10.14704/nq.2022.20.8.NQ44516
3. Mahadi, , Woo, N. M. F., Baskaran, S., & Yaakop, A. Y. (2020). Determinant Factors for Employee Retention: Should I Stay? International Journal of Academic Research in Business and Social Sciences, 10(4). https://doi.org/10.6007/ijarbss/v10- i4/7120
4. Murtiningsih, S. (2020). The Impact of Compensation, Training &Development, and Organizational Culture on Job Satisfaction and employee Retention. Indonesian Management and Accounting Research, 19(1), 33–50. https://doi.org/10.25105/imar.v19i1.6969
5. Presbitero, , Fujimoto, Y., & Lim, W. M. (2025). Employee engagement and retention in multicultural work groups: The interplay of employee and supervisory cultural intelligence. Journal of Business Research, 186. https://doi.org/10.1016/j.jbusres.2024.115012
6. Rao, , Chitranshi, J., & Punjabi, N. (2020). ROLE OF ARTIFICIAL INTELLIGENCE IN EMPLOYEE ENGAGEMENT AND RETENTION. In Journal of Applied Management-Jidnyasa (Vol. 12, Issue 2).
7. Ravi Kumar Bommisetti; Shaik Mahaboob Syed; Mrinal Verma; Sirisha Charugulla;V.V.S. Subbalakshmi Department of Commerce, S. of S. S. and L. V. I. of T. I. ; (2024). Development of HR Metrics and Plans for Employee Engagement in Banking Sector Using Blockchain Technology. IEEE, 1–5.
8. TITLE PAGE Enhancing Job Satisfaction and Retention in IT Companies Through HR Analytics-Driven Employee Engagement. (n.d.). https://ssrn.com/abstract=5088656
9. Ali, , & Bibi, F. (n.d.). The Role of Human Resource Analytics in Enhancing Employee Performance and Reducing Turnover Intention. https://doi.org/10.13140/RG.2.2.12442.25286