A dichotomous perceptions on talent retention factors: Phenomenography strategy

Document Type: Research Paper


Faculty of Economics and Administrative Sciences, Ferdowsi University of Mashhad


The purpose of this qualitative study is to explore the perception of managers and talents of perceived retention factors in the textile industry in Yazd province, Iran. In this regard, phenomenography is used to map the different perceptions of both talents and their managers. Data were collected through semi-structured interviews with 22 talented individuals who were selected according to an object-exclusive approach. Similarly, managers were chosen from eight different organizations. Data were transcribed and imported into MAXQDA10 software for analysis from which the identification of codes and descriptive categories were generated. The results of perception analysis of talents revealed 4 influential levels in talent retention that are individual, job, group, and organizational levels. Also, different perceptions of talents are categorized into 17 descriptive categories. The obtained results from the analysis of perceptions of managers depicted three influential levels that are individual, group, and organizational levels and their perceptions are categorized into 13 descriptive categories. The main difference between talents and managers’ perception is in factors affecting retention in jobs characteristics. Talented individuals consider autonomy, nature and feedback as desirable characteristics of their job. According to these levels and descriptive categories, two different “outcome spaces” are mapped.


Main Subjects

Article Title [Persian]

برداشت دوگانه از عوامل مؤثر بر نگه‌داشت افراد با استعداد: راهبرد پدیدارنگاری

Authors [Persian]

  • سلاله شهوازیان
  • سعید مرتضوی
  • محمد لگزیان
  • فریبرز رحیم نیا
دانشکدة علوم‌ اداری واقتصادی ، دانشگاه فردوسی مشهد
Abstract [Persian]

هدف این مطالعة کیفی، کشف برداشت مدیران و افراد بااستعداد از عوامل مؤثر بر نگه‌داشت در صنعت منسوجات استان یزد است. در این راستا، از راهبرد پدیدارنگاری به‌منظور نگاشت برداشت‌های متفاوت افراد بااستعداد و مدیرانشان استفاده شد. داده‌ها از مصاحبة نیمه‌ساختاریافته با 22 فرد بااستعداد جمع‌آوری شد که با توجه به رویکرد موضوعی و انحصاری انتخاب شدند. به‌طور مشابه مدیران، افراد بااستعداد نیز از هشت سازمان مختلف انتخاب شدند. داده‌ها وارد نرم‌افزار MAXQDA و کدها و طبقات توصیفی استخراج شد. نتایج تجزیه‌وتحلیل برداشت افراد بااستعداد نشان‌دهنده چهار سطح تأثیرگذار بر نگه‌داشت است، شامل سطح فردی، شغل، گروه و سازمان. همچنین، برداشت‌های متفاوت افراد بااستعداد در قالب 18 طبقة توصیفی دسته‌بندی شد. نتایج تجزیه‌وتحلیل برداشت مدیرانشان نشان‌دهندة سه سطح تأثیرگذار بر نگه‌داشت است، شامل فرد، مدیریت و سازمان. همچنین، برداشت‌های متفاوت مدیران در قالب سیزده طبقة توصیفی گروه‌بندی شد. تفاوت اصلی بین برداشت افراد بااستعداد و مدیرانشان در مورد عوامل مؤثر بر نگه‌داشت در مورد ویژگی‌های شغلی است. افراد بااستعداد، ماهیت، استقلال و بازخورد را ویژگی‌های مطلوب شغل خود ذکر کردند. با توجه به این سطوح و طبقات توصیفی، دو فضای نتیجه ترسیم شد.

Keywords [Persian]

  • افراد بااستعداد
  • پدیدارنگاری
  • فضای نتیجه
  • . منسوجات یزد
  • نگه‌داشت
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