Perceived Effects of Employee Retention Practices on Job Satisfaction in the Zimbabwean Higher Education Sector: A Systematic Literature Review

Abstract

Employee retention is a critical issue in Zimbabwe’s Higher Education (HE) sector, where economic instability, inadequate remuneration, and limited career development opportunities contribute to high staff turnover. This study employed a systematic literature review (SLR) to synthesise existing research on employee retention strategies and their impact on job satisfaction in Zimbabwean HE institutions. Using the PRISMA framework, the study identified key retention practices, including financial incentives, professional development programmes, flexible work arrangements, and institutional support mechanisms. The findings revealled that while Zimbabwean HE institutions employed both monetary and non-monetary retention strategies, their effectiveness was often undermined by inconsistent implementation and resource constraints. Comparative analysis with global best practices highlighted the disparity between Zimbabwean institutions and their counterparts in developed economies, where structured career pathways, tenure systems, and work-life balance policies contribute to higher job satisfaction. The study identified critical gaps in existing literature, including a lack of longitudinal research, insufficient empirical evidence on non-monetary incentives, and methodological inconsistencies. This review underscored the need for Zimbabwean policymakers and university administrators to adopt sustainable, evidence-based retention strategies that address both extrinsic and intrinsic motivators. Future research should explore sector-wide policy interventions and international best practices to inform retention strategies that enhance workforce stability and institutional performance.