The Role of Psychometric Testing in Strengthening Employee Retention and Organizational Success
DOI:
https://doi.org/10.31305/trjtm2025.v05.n01.005Keywords:
Employee retention, psychometric testing, talent management, employee engagement, recruitment, personality assessmentAbstract
Employee retention remains a significant challenge for organizations worldwide, impacting productivity, morale, and financial performance. This paper explores the critical role of psychometric testing as a predictive and strategic tool to enhance employee retention. Psychometric assessments—including personality, aptitude, and emotional intelligence tests—offer valuable insights into individual behavioural traits and cognitive abilities that influence job fit, engagement, and turnover risk. By integrating psychometric data with retention goals, organizations can make data-driven decisions in recruitment, talent management, and leadership development. This alignment facilitates personalized interventions, fosters a culture of fairness and psychological safety, and supports continuous monitoring of workforce dynamics. The research highlights the practical implications for HR practitioners, emphasizing how psychometric testing can be leveraged to mitigate common retention challenges such as employee disengagement, turnover, and misalignment with organizational culture. Ultimately, this study demonstrates that strategic use of psychometric tools contributes to building a motivated, resilient, and committed workforce, thereby sustaining organizational success in a competitive environment.
References
Abd-El-Salam, E. M. (2023). Exploring factors affecting Employee Loyalty through the relationship between Service Quality and Management Commitment a case study analysis in the iron and steel industry Al Ezz Dekheila Steel Company in Egypt. Cogent Business & Management, 10(2). https://doi.org/10.1080/23311975.2023.2212492
Annor, F., & Amponsah-Tawiah, K. (2017). Evaluation of the psychometric properties of two scales of work–family conflict among Ghanaian employees. The Social Science Journal, 54(3), 336–345. https://doi.org/10.1016/j.soscij.2017.04.006
Ashraf, T., & Siddiqui, D. A. (2020). The Impact of Employee Engagement on Employee Retention: The Role of Psychological Capital, Control at Work, General Well-Being and Job Satisfaction. 4(1), 67–93. https://doi.org/10.5296/HRR.V4I1.16477
Ballangrud, R., Husebø, S. E., & Hall-Lord, M. L. (2019). Cross-cultural validation and psychometric testing of the Norwegian version of TeamSTEPPS teamwork attitude questionnaire. Journal of Interprofessional Care, 34(1), 116–123. https://doi.org/10.1080/13561820.2019.1638759
Barlow, J., Wright, C., & Cullen, L. (2002). A job-seeking self-efficacy scale for people with physical disabilities: Preliminary development and psychometric testing. British Journal of Guidance & Counselling, 30(1), 37–53. https://doi.org/10.1080/030698880220106500
Bray, J., Mills, M., Bray, L. M., Lennox, R., McRee, B., Goehner, D., & Higgins-Biddle, J. (2009). Evaluating Web-Based Training for Employee Assistance Program Counselors on the Use of Screening and Brief Intervention for At-Risk Alcohol Use. Journal of Workplace Behavioral Health, 24(3), 307–319. https://doi.org/10.1080/15555240903176146
Cain, I. H., Cairo, A., Duffy, M., Meli, L., Rye, M. S., & Worthington, E. L. (2018). Measuring gratitude at work. The Journal of Positive Psychology, 14(4), 440–451. https://doi.org/10.1080/17439760.2018.1484936
Choudhary, S. (2016). A Study on Retention Management: How to Keep Your Top Talent. International Journal of Advanced Research in Management and Social Sciences, 5(3), 17–31. https://www.indianjournals.com/ijor.aspx?target=ijor:ijarmss&volume=5&issue=3&article=002
Coetzee, M., Oosthuizen, R. M., & Stoltz, E. (2016). Psychosocial employability attributes as predictors of staff satisfaction with retention factors. South African Journal of Psychology, 46(2), 232–243. https://doi.org/10.1177/0081246315595971
Deshmukh, S., Joshi, A., Shinde, S., & Sharma, M. (2023). Role of HR in Talent Acquisition and Recruitment: Best Practices for Hiring Top Talent. European Economic Letters. https://doi.org/10.52783/eel.v13i5.909
Eldor, L., & Vigoda-Gadot, E. (2016). The nature of employee engagement: rethinking the employee–organization relationship. The International Journal of Human Resource Management, 28(3), 526–552. https://doi.org/10.1080/09585192.2016.1180312
Fletcher, L., Alfes, K., & Robinson, D. (2016). The relationship between perceived training and development and employee retention: the mediating role of work attitudes. The International Journal of Human Resource Management, 29(18), 2701–2728. https://doi.org/10.1080/09585192.2016.1262888
Gelencsér, M., Szabó-Szentgróti, G., Kőmüves, Z., & Hollósy-Vadász, G. (2023). The Holistic Model of Labour Retention: The Impact of Workplace Wellbeing Factors on Employee Retention. Administrative Sciences, 13(5), 121. https://doi.org/10.3390/admsci13050121
Haar, J., & Brougham, D. (2020). Work antecedents and consequences of work-life balance: A two sample study within New Zealand. The International Journal of Human Resource Management, 33(4), 784–807. https://doi.org/10.1080/09585192.2020.1751238
Hattangadi, V., & Shinde, S. (2025). The interplay of energy and ego: understanding human development through chakras and Erikson’s theory. IOSR Journal of Business and Management, Volume 27(Issue 2), Ser. 6. https://doi.org/10.9790/487X-2702062229
Hendrick, R. Z., & Raspiller, E. E. (2011). Predicting employee retention through preemployment assessment. Community College Journal of Research and Practice, 35(11), 895-908. https://doi.org/10.1080/10668920802421561
Ingerick, M., & Rumsey, M. G. (2014). Taking the Measure of Work Interests: Past, Present, and Future. Military Psychology, 26(3), 165–181. https://doi.org/10.1037/mil0000045
Korhonen, M., Svento, R., & Vaaramo, M. (2019). Self-employment and psychometric measure of risk aversion: a replication and extension. Applied Economics Letters, 27(9), 697–702. https://doi.org/10.1080/13504851.2019.1644429
Kuvaas, B. (2006). Performance appraisal satisfaction and employee outcomes: mediating and moderating roles of work motivation. The International Journal of Human Resource Management, 17(3), 504–522. https://doi.org/10.1080/09585190500521581
Lin, C. Y., Huang, C. K., & Zhang, H. (2018). Enhancing Employee Job satisfaction via E-learning: The Mediating Role of an Organizational Learning Culture. International Journal of Human–Computer Interaction, 35(7), 584–595. https://doi.org/10.1080/10447318.2018.1480694
Matzler, K., & Renzl, B. (2006). The Relationship between Interpersonal Trust, Employee Satisfaction, and Employee Loyalty. Total Quality Management & Business Excellence, 17(10), 1261–1271. https://doi.org/10.1080/14783360600753653
Mazzarol, T., Soutar, G. N., McKeown, T., Reboud, S., Adapa, S., Rice, J., & Clark, D. (2021). Employer and employee perspectives of HRM practices within SMEs. Small Enterprise Research, 28(3), 247–268. https://doi.org/10.1080/13215906.2021.1989627
McEvoy, M. P., Williams, M. T., & Olds, T. S. (2010). Development and psychometric testing of a trans-professional evidence-based practice profile questionnaire. Medical Teacher, 32(9), e373–e380. https://doi.org/10.3109/0142159X.2010.494741
Nagarajan, R., Swamy, R. A., Reio, T. G., Elangovan, R., & Parayitam, S. (2022). The COVID-19 impact on employee performance and satisfaction: a moderated moderated-mediation conditional model of job crafting and employee engagement. Human Resource Development International, 25(5), 600–630. https://doi.org/10.1080/13678868.2022.2103786
Pambo, N. J., Truchot, D., & Ansel, D. (2017). Psychometric properties of the Gabonese version of the horizontal and vertical individualism and collectivism scale among employees. International Journal of Culture and Mental Health, 11(4), 351–361. https://doi.org/10.1080/17542863.2017.1389965
Raeder, S., Knorr, U., & Hilb, M. (2011). Human resource management practices and psychological contracts in Swiss firms: an employer perspective. The International Journal of Human Resource Management, 23(15), 3178–3195. https://doi.org/10.1080/09585192.2011.637066
Rees, C., Alfes, K., & Gatenby, M. (2013). Employee voice and engagement: connections and consequences. The International Journal of Human Resource Management, 24(14), 2780–2798. https://doi.org/10.1080/09585192.2013.763843
Robert, V., & Vandenberghe, C. (2022). Laissez-faire leadership and employee well-being: the contribution of perceived supervisor organizational status. European Journal of Work and Organizational Psychology, 31(6), 940–957. https://doi.org/10.1080/1359432X.2022.2081074
Roy, N. C., & Prabhakaran, S. (2023). Insider employee-led cyber fraud (IECF) in Indian banks: from identification to sustainable mitigation planning. Behaviour & Information Technology, 43(5), 876–906. https://doi.org/10.1080/0144929X.2023.2191748
Steele, J. P., Rupayana, D. D., Mills, M. J., Smith, M. R., Wefald, A., & Downey, R. G. (2012). Relative Importance and Utility of Positive Worker States: A Review and Empirical Examination. The Journal of Psychology, 146(6), 617–650. https://doi.org/10.1080/00223980.2012.665100
Steindórsdóttir, B. D., Nerstad, C. G. L., & Magnúsdóttir, K. Þ. (2020). What makes employees stay? Mastery climate, psychological need satisfaction and on-the-job embeddedness . Nordic Psychology, 73(1), 91–115. https://doi.org/10.1080/19012276.2020.1817770
Takeda, T., Kai, S., & Yoshimi, K. (2021). Psychometric Testing of the Japanese Version of the Daily Record of Severity of Problems Among Japanese Women. International Journal of Women’s Health, 13, 361–367. https://doi.org/10.2147/IJWH.S301260
Talman, K., Mäntylä, H., Hupli, M., Kanerva, A. M., Engblom, J., & Haavisto, E. (2023). Development and psychometric testing of an instrument to measure applicants’ desire to work in nursing. Contemporary Nurse, 59(2), 153–172. https://doi.org/10.1080/10376178.2023.2200014
Valentini, E. (2005). Psychological Factors in Job Satisfaction. Research Papers in Economics. https://ideas.repec.org/p/anc/wpaper/225.html
Van der Heijden, B. I. J. M., Gorgievski, M. J., & De Lange, A. H. (2015). Learning at the workplace and sustainable employability: a multi-source model moderated by age. European Journal of Work and Organizational Psychology, 25(1), 13–30. https://doi.org/10.1080/1359432X.2015.1007130