The Effect of Human Resource Management Practices on Player Retention in the Ethiopian Male Premier League.

Retaining players is one of the key performance measures of stability & strategic planning in modern football clubs. Through the lens of social exchange theory, this research aimed to explore the variables that affect player retention within the Ethiopian Premier League, which experiences a high player turnover rate and limited financial resources. Using a mixed-methods approach, quantitative data from 242 players selected via census sampling were analyzed with multiple regression, while qualitative interview data from 18 stakeholders were analyzed via thematic analysis to enhance the study's contextual depth. The regression analysis revealed a highly significant F(5,236) = 84.11, p < .001, indicating 64.10% of the variance in player retention (R² = .64). Compensation and Benefits emerged as the overwhelmingly dominant predictor (β = .597, p < .001), far surpassing other factors. Technology Integration (β = .177, p = .002) was also a significant, though secondary, contributor. Training, Performance Management, and Health and Safety were not significant direct predictors of retention. As well as, the qualitative data revealed that while players value respect and progress, consistent and fair compensation is the non-negotiable foundation of their loyalty. Grounded in Social Exchange Theory, this study concluded that in the Ethiopian football economic environment, financial fairness is the primary factor of loyalty. Further, the study offered important policy implications and strategy directions.