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Conclusion

At the start of this chapter we stated that organizations have begun to recognize the importance of work-life issues in the retention of top talent. As the research reviewed here suggests, there is some evidence to support the existence of this link. However, the relationship between work-life issues and employee retention is not necessarily a straightforward one but is shaped by moderators (e.g., culture, gender, work and family centrality) and by the type of formal or informal support policies the organization offers. Additionally, the impact of formal organizational policies appears to differentially relate to retention, according to whether policy availability or use is the focus of the study. Therefore, while work-life issues and practice appear to be important for retention, there is a need for further research on this relationship in order to better understand how organizations can minimize turnover and retain their top employees.

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