Strategic Human Resource Management Practices and Employee Retention: A Study of the Moderating Role of Job Engagement

Document Type : Research Paper

Authors

1 Prof., Department of Management, Faculty of Economics and Administrative Sciences, University of Lorestan, Khorramabad, Iran

2 Ph.D. Candidate in Human Resources Management, Faculty of Economics and Administrative Sciences, University of Lorestan, Khorramabad, Iran

Abstract

The purpose of the present paper was to investigate the moderating role of job engagement in the impact of SHRM practices on the employee retention of Guilan Technical & Vocational Training Organization, and therefore, to provide an empirical and practical contribution in order to enhance employee retention through job engagement. The statistical population consisted of 372 managers and employees, and the optimal sample was determined by Cochran's formula to be 189. The results revealed that SHRM practices and dimensions have a significant impact on employee retention, and job engagement has a moderating role in the impact of SHRM and all its dimensions except performance appraisal on employee retention. The findings also indicate the moderating effect of job engagement in the relationship between SHRM practices and employee retention for three types of job engagement, namely vigor, dedication, and absorption. The association between the demographic variables and the factors also investigated. This study provides an empirical and practical contribution to improving employee retention through job engagement. The theoretical implications, future directions, and limitations are also discussed.

Keywords

Main Subjects


Article Title [فارسی]

تأثیر اقدامات مدیریت استراتژیک منابع انسانی بر حفظ و نگهداشت کارکنان: بررسی نقش تعدیلگری اشتیاق شغلی

Authors [فارسی]

  • رضا سپهوند 1
  • راضیه باقرزاده خداشهری 2
1 استاد، گروه مدیریت، دانشکده علوم اقتصاد و اداری، دانشگاه لرستان، خرم آباد، ایران
2 دانشجوی دکتری مدیریت منابع انسانی، دانشکده دانشجوی دکتری مدیریت منابع انسانی، دانشکده علوم اقتصاد و اداری، دانشگاه لرستان، خرم‌آباد،
Abstract [فارسی]

پژوهش حاضر با هدف بررسی تأثیر اقدامات مدیریت استراتژیک منابع انسانی بر حفظ و نگهداشت کارکنان با تأکید بر نقش تعدیل‌گری اشتیاق‌ شغلی در سازمان آموزش فنی و حرفه‌ای استان گیلان انجام گرفت. روش تحقیق از نظر هدف، کاربردی و از نظر نحوة جمع‌آوری داده‌ها، توصیفی از نوع همبستگی است. جامعة پژوهش تمامی مدیران و کارکنان عهده‌دار مشاغل استراتژیک سازمان آموزش فنی و حرفه‌ای استان گیلان(372 نفر) بودند که نمونه‌ای به حجم 189 نفر براساس فرمول کوکران تعیین شد. یافته های پژوهش حاکی از آن است که اقدامات مدیریت استراتژیک منابع انسانی و ابعاد آن تأثیر مثبت و معناداری بر حفظ کارکنان دارد. علاوه بر این، اشتیاق شغلی نقش تعدیل کننده در تأثیرگذاری اقدامات مدیریت استراتژیک منابع انسانی و همه ابعاد آن به جز ارزیابی عملکرد بر حفظ کارکنان دارد. این یافته ها همچنین حاکی از نقش تعدیل کننده قدرت ، فداکاری و جذب در تأثیرگذاری اقدامات مدیریت استراتژیک منابع انسانی و حفظ کارمندان را دارد. ارتباط بین متغیرهای جمعیت شناختی با متغیرهای تحقیق بررسی شد. این مطالعه سهم تجربی و عملی در بهبود حفظ کارکنان از طریق اشتیاق شغلی فراهم می کند. مفاهیم نظری، جهت گیری­های آینده و محدودیت ها نیز بحث شد.

Keywords [فارسی]

  • اشتیاق شغلی
  • حفظ کارکنان
  • اقدامات مدیریت استراتژیک منابع انسانی
  • سازمان فنی و حرفه‌ای
  • ترک شغل داوطلبانه
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