تعداد نشریات | 30 |
تعداد شمارهها | 467 |
تعداد مقالات | 4,519 |
تعداد مشاهده مقاله | 7,144,835 |
تعداد دریافت فایل اصل مقاله | 5,334,658 |
طراحی الگوی حفظ و نگهداری کارکنان دانشی در شرکت های دانشبنیان تولیدی (مطالعه موردی: شرکت های فناوری اطلاعات و ارتباطات و بیوتکنولوژی) | ||
مدیریت منابع انسانی پایدار | ||
دوره 3، شماره 4، اردیبهشت 1400، صفحه 111-89 اصل مقاله (1.22 M) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2021.3321 | ||
نویسندگان | ||
بهمن معینیان1؛ مهدی الیاسی* 2؛ جهانیار بامداد صوفی3؛ میر علی سید نقوی3 | ||
1دانشجوی دکترا، دانشگاه علامه طباطبائی، تهران، ایران | ||
2دانشیار دانشگاه علامه طباطبائی | ||
3دانشیار دانشگاه علامه طباطبایی | ||
تاریخ دریافت: 21 خرداد 1400، تاریخ پذیرش: 21 خرداد 1400 | ||
چکیده | ||
هدف پژوهش حاضر طراحی الگویی برای حفظ و نگهداری کارکنان دانشی درشرکتهای دانشبنیانتولیدی در سطح کشور می-باشد. روش پژوهش پیمایشی و همبستگی میباشد. تعداد 250 شرکت دانشبنیان به روش نمونهگیری خوشهاینسبی انتخاب -شد. پرسشنامه 34 سؤالی براساس پیشینه نظری و مصاحبه با اساتید و مدیران شرکتهای دانشبنیان طراحی گردید. تجزیهو-تحلیل دادهها با استفاده از روشهای آلفایکرونباخ، همبستگیپیرسون و تحلیلعاملیتأییدی و نرمافزارهایSPSS-20وLISREL-8/72 انجام شد. ضرایب همسانی درونی بین 692/0تا 897/ 0بدست آمد، همچنین ضرایب همبستگی بین تمامیعاملها با یکدیگر در سطح مطلوب قراردارد. نتایج شاخصهای برازش، مؤید مدل پیشنهادی میباشد. عوامل تفکرتیمی و اعتماد متقابل میان افراد و گروههای سازمانی، مشارکتدرتصمیمگیری، فرهنگسازمانیمشوقومثبت، شأنومنزلتشغل و توسعهارتباطاتدرگروههایکاری -بیشترین تأثیر را داشتند. نتایج پژوهش حاکی از پایایی و روایی خوب الگوی طراحیشده برایحفظونگهداری کارکناندانشی -شرکتهای دانشبنیانتولیدی میباشد. همچنین مشخص گردید که درحفظ و نگهداری کارکناندانشیصرفاً عواملی همچون حقوق-ومزایا و شرایط فیزیکی محیطکار نقش ندارند، بلکه به غیر از آن عوامل دیگری در دستههای فردی،گروهی و سازمانی نیز نقش -بسزایی دارند. | ||
کلیدواژهها | ||
حفظ ونگهداری؛ کارکناندانشی؛ شرکتهایدانشبنیانتولیدی؛ تحلیلعاملی | ||
عنوان مقاله [English] | ||
Developing a Knowledge Worker Retention Model in Knowledge-Based Companies (Case Study: IT, Communication, and Biotechnology Companies) | ||
نویسندگان [English] | ||
Bahman Moinian1؛ Mahdi Eliasi2؛ Jahaniar Bamdad Soufi3؛ MirAli Naghavi3 | ||
1-PhD student, Allameh Tabatabai University, Tehran, Iran | ||
2Allameh Tabatabaei University | ||
3allameh tabatabaei university | ||
چکیده [English] | ||
The current study aimed to develop a model to retain knowledge workers in knowledge-based companies in Iran. This correlational survey selected 250 companies via relative cluster sampling. A 34-item questionnaire was also prepared on the basis of the literature and interviews with professors and directors of knowledge-based companies. The data were analyzed in SPSS-20 and LISREL-8/72 using the following methods: Cronbach’s alpha, Pearson Correlation, and Confirmatory Factor Analysis. Internal consistency ranged between 0.692 and 0.897, and correlation coefficients among all factors were desirable; in addition, goodness-of-fit indices confirmed the model proposed. The results showed that group thinking and mutual trust between individuals and organizational groups, participation in decision-making, positive organizational culture, job prestige, and communication development in work groups had the greatest impact. The results also confirmed the reliability and validity of the model to retain knowledge workers in knowledge-based companies. It was also revealed that in addition to payments, benefits, and workplace environment, some individual, group, and organizational factors play a role in retaining knowledge workers | ||
کلیدواژهها [English] | ||
Keywords: retention, knowledge workers, knowledge-based (manufacturing) companies, Factor Analysis | ||
مراجع | ||
Afjeh, S. A., Saleh Ghaffari, A. (2013). Factors affecting the retention and dismissal of knowledge-based employees; Case study: University Jihad, Tehran Branch, Cultural Strategy Quarterly, 6(21), 79-112. (In Persian)
Afkhami Ardakani, M., & Faraji, R. (2011). Culture, Organizational Commitment and Tendency of Knowledge Employees: Designing and Explaining a Model in Petroleum Industry Research Institute, Iranian Journal of Management Sciences, 6(24), 24-1. (In Persian)
Alnaqbi, W. (2011). The relationship between human resource practices and employee retention in public organisations: an exploratory study conducted in the United Arab Emirates. Doctor of Philosophy, Edith Cowan University.
Alwani, M. (2004). Public Management, Tehran: Ney Publishing. (In Persian)
Asili, Gh., & Ghadirian, A. A. (2006). Management of elite employees, challenges of leaving causes and retention in knowledge-based organizations, Fourth International Management Conference. (In Persian)
Azar, A., Shafie Nikabadi, M., Moghaddam, A., & Sanghi, M. (2017). Designing a Smart Model for the Compatibility between Job and Job-Holders Based on Talent through Data Analysis. Journal of Research in Human Resources Management, 8(4), 1-34. (In Persian)
Benest, F. (2008). Retaining and growing talent: Strategies to create organizational “stickiness”. Public Management, 90(9), 20-24.
Burbach, R., & Royle, T. (2010). Talent on demand? Talent management in the German and Irish subsidiaries of a US multinational corporation. Personnel Review, 39(4), 414-431.
Chao, G. T. (2014). Unstructured training and development: The role of organizational socialization. In Improving training effectiveness in work organizations (pp. 141-164), Psychology Press.
Currivan, D. B. (1999). The causal order of job satisfaction and organizational commitment in models of employee turnover. Human resource management review, 9(4), 495-524.
Dehban, B., & Heydari, A. (2016). Explanation of a Knowledge Workers Maintenance and Retention Model in Mapna Electric and Control, Engineering and Manufacturing Company (MECO). Modern Applied Science, 10(9), 253-262. (In Persian)
El-Nahas, T., Abd-El-Salam, E. M., & Shawky, A. Y. (2013). The impact of leadership behaviour and organisational culture on job satisfaction and its relationship among organisational commitment and turnover intentions. A case study on an Egyptian company. Journal of Business and Retail Management Research, 7(2), 13–43.
Englmaier, F., Muehlheusser, G., & Roider, A. (2014). Optimal incentive contracts for knowledge workers. European Economic Review, 67, 82-106.
Fartook Zadeh, H., Rajabi Nahuji, M., Mostafayi, K., & Mojiban, F. (2015). The effect of knowledge workers’ turnover from knowledge-based firms: A system dynamics approach. Iranian journal of management sciences, 10(37), 23-50. (In Persian)
Francis A. A & Roger A. A. (2012). Motivation and retention of health workers in Ghana’s district hospitals. Journal of Health Organization and Management, 26(4), 467-485.
Frank, F. D., Finnegan, R. P., & Taylor, C. R. (2004). The race for talent: Retaining and engaging workers in the 21st century. Human resource planning, 27(3).
Garg, P., & Rastogi, R. (2006). New model of job design: motivating employees' performance. Journal of management Development, 25(6):572-587.
Geisler, E., & Wickramasinghe, N. (2015). Principles of knowledge management: Theory, practice, and cases. Routledge, Taylor & Francis Group.
Ghorbanizadeh, V., Kheir Andish, M., & Adnan Rad, A. (2017). Factors affecting retention of knowledge workers with the aim of developing work life quality plans at the Institute for International Energy Studies. Human Resource Management in Oil Industry, 8(32), 149-176. (In Persian)
Goman, C. K. (2000). The human side of high-tech: Lessons from the technology frontier. Language, 10(230p).
Greenberg, J., Baron, R. A., & Grover, R. A. (1993). Behavior in organizations: Understanding and managing the human side of work. Boston, MA: Allyn and Bacon, 6th ed.
Hellriegel, D., Slocum Jr, J. W., & Woodman, R. W. (1995). Organizational Bahevaiour. Minneapolis–St. Paul: West Publishing Company.
Horwitz, F. M., Heng, C. T., Quazi, H. A., Nonkwelo, C., Roditi, D., & Eck, P. V. (2006). Human resource strategies for managing knowledge workers: an Afro-Asian comparative analysis. The International Journal of Human Resource Management, 17(5), 775-811.
Kahn, R. L., Wolfe, D. M., Quinn, R. P., Snoek, J. D., & Rosenthal, R. A. (1964). Organizational stress: Studies in role conflict and ambiguity. John Wiley.
Khayatian, M. S., Tabatabaiyan, S. H., Amiri, M., & Eliasi, M. (2014). An Analysis of Factors Affecting the Growth and Sustainability of the Knowledge based firms in Iran. Quarterly Journal of Innovation and Entrepreneurship, 3(6), 57-74. (In Persian)
Leblebici, D. (2012). Impact of workplace quality on employee’s productivity: case study of a bank in Turkey. Journal of Business Economics and Finance, 1(1), 38-49.
Lee‐Kelley, L., Blackman, D. A., & Hurst, J. P. (2007). An exploration of the relationship between learning organisations and the retention of knowledge workers. The learning organization, 14(3), 204-221.
McIntyre, R. M., & Salas, E. (1995). Measuring and managing for team performance: Emerging principles from complex environments. Team effectiveness and decision making in organizations, 16, 9-45.
Mehregan, M. R., & Seyedkalali, N. (2013). A Study of the Relationship between the Factors Affecting ICT Knowledge Workers’ Turnover in Iranian Mobile Telecommunication Industry Using Fuzzy Cognitive Maps Methodology. Management Researches, 5(18), 25-44. (In Persian)
Mirbagheri, S. A., Tahmassebi, H., & Hashemi, A. (2010). Effective strategies in retaining knowledge-based employees. Tadbir, 219, 22-29. (In Persian)
Mládková, L. (2011). Knowledge management for knowledge workers. In Proceedings of the European Conference on Intellectual Capital (pp. 260-267).
Mohammadi, B. (2016). The Relationship of Role Ambiguity with Job Satisfaction and job Performance Mediated by Proactive Behavior. Iranian Journal of Ergonomics, 4(1), 20-27. (In Persian)
Pettijohn, C., Pettijohn, L. S., Taylor, A. J., & Keillor, B. D. (2001). Are performance appraisals a bureaucratic exercise or can they be used to enhance sales‐force satisfaction and commitment?. Psychology & Marketing, 18(4), 337-364.
Rahman, W., Nas, Z. (2013). Employee development and turnover intention: theor validation. European Journal of Training and Development, 37(6), 564-579.
Ranjbar, H., Haghdoost, A., Salsali, M., Khoshdel, A., Soleimani, M., & Bahrami, N. (2012). Sampling in Qualitative Research: A Guide for Beginning. Annals of Military and Health Sciences Research, 10(3), 238-250. (In Persian)
Rasooli, R., & Rashidi, M. (2015). Designing and Explaining a Model for the Maintenance of Knowledge-Based Employees. Journal of Research in Human Resources Management, 7(1), 39-55. (In Persian)
Saadat, E. (2001). Human resource management Tehran, Samt. (In Persian)
Shafiee, M. (2013). Organizational Commitment in Knowledge base Startup Companies: the Team Coherence and Business Survival Factor in the Competitive Environment, Roshd -e- Fanavari, 9(34), 44-51. (In Persian)
Shahnazi, R., Jamshidi, M., & Akbari, N. (2013). Effects of the Knowledge-Based Economy on the Science and Technology Corridors, Roshd -e- Fanavari, 9(36), 2-10. (In Persian)
Stone, D. L., Stone-Romero, E. F., & Lukaszewski, K. M. (2007). The impact of cultural values on the acceptance and effectiveness of human resource management policies and practices. Human resource management review, 17(2), 152-165.
Talebzade, A. (2016). Manpower Productivity Factors in Organizational Management. International Conference of Management Elites, Karin Conference Institute, Tehran. (In Persian)
Tavakoli Nejad, H., Jazani, N., Memarzadeh Tehran, GH., & Afshar Kazemi, M. A. (2016). Identification and Prioritization of the Factors Affecting Employee Retention. Journal of Human Resource Management Research, 8(4), 155-185. (In Persian)
Tayebi Abolhasani, A., & Khodabakhshi, M. (2017). Factors Affecting the Persistence of Knowledge-Oriented Human Resource in Knowledge-Based Companies. Journal of Research in Human Resources Management, 9(2), 167-192. (In Persian)
Thamhain, H. (2005). Management of Technology: Managing Effectively in Technology-Intensive Organizations. Translation: Seyed Kamran Bagheri, Morteza Rezapour and Seyed Hadi Kamali, Tehran: Rasa Cultural Services Institute, first edition.
Vandenberg, R. J., Richardson, H. A., & Eastman, L. J. (1999). The impact of high involvement work processes on organizational effectiveness: A second-order latent variable approach. Group & Organization Management, 24(3), 300-339.
Waldman, J. D., Kelly, F., Aurora, S., & Smith, H. L. (2004). The shocking cost of turnover in health care. Health care management review, 29(1), 2-7.
Wang, J. (2011). Reducing work–life conflict: The role of participating in decision making. In Advances in Industrial and Labor Relations. Emerald Group Publishing Limited, 18, 153-175.
Winterton, J. (2004). A conceptual model of labour turnover and retention. Human Resource Development International, 7(3), 371-390. | ||
آمار تعداد مشاهده مقاله: 1,870 تعداد دریافت فایل اصل مقاله: 988 |