همکاری با انجمن روان‌شناسی صنعتی و سازمانی ایران

تبیین چارچوب مفهومی عوامل مؤثر بر نگهداشت کارکنان در شرکت‌های بخش خصوصی

نوع مقاله : مقاله پژوهشی

نویسندگان

1 دانشجوی کارشناسی ارشد مدیریت دولتی، واحد تهران شمال، دانشگاه آزاد اسلامی، تهران، ایران

2 گروه مدیریت دولتی، واحد تهران شمال، دانشگاه آزاد اسلامی، تهران، ایران

3 گروه گروه خط مشی و اداره امور عمومی، دانشکده مدیریت دولتی و علوم سازمانی، دانشکدگان مدیریت، دانشگاه تهران، تهران، ایران

چکیده
نگهداشت کارکنان، به‌ویژه در بخش خصوصی، به دلیل ویژگی‌های ماهیتی این بخش، بسیار چالش‌برانگیز است. لذا تحقیق حاضر، با هدف تبیین چارچوب مفهومی عوامل مؤثر بر نگهداشت کارکنان در شرکت‌های بخش خصوصی انجام شد. این پژوهش از نوع آمیخته بوده و در دو فاز کیفی و کمی انجام شده است. جهت استخراج عوامل و ‌شاخص‌های مؤثر بر نگهداشت کارکنان از روش تحقیق کیفی با رویکرد تحلیل محتوا و جهت غربال‌گری ‌شاخص‌ها از روش دلفی استفاده شده و در نهایت از تحلیل عاملی تأییدی برای اعتبارسنجی چارچوب استفاده شد. در فاز کیفی، جامعه آماری شامل خبرگان در شرکت زیباسازان کیانا و خبرگان دانشگاهی رشته مدیریت بودند. با استفاده از روش نمونه‌گیری هدفمند و بر‌اساس اصل اشباع نظری 20 مصاحبه انجام شد. سپس تجزیه و تحلیل داده‌ها به روش تحلیل محتوا انجام شد و تعداد 73 مفهوم در قالب 4 عامل شناسایی شد. سپس با استفاده از تکنیک دلفی، اعضای پنل بر 46 مفهوم در قالب 4 عامل فردی، سازمانی، شغلی و محیطی به اتفاق‌نظر دست یافتند. در فاز کمی، نمونه آماری شامل 210 نفر از کارکنان شرکت زیباسازان کیانا بود. نتایج نشان داد عامل شغلی با بار عاملی 834/0، عامل سازمانی با بار عاملی 715/0، عامل فردی با بار عاملی 646/0 و عامل محیطی با بار عاملی 472/0 بر نگهداشت منابع انسانی در شرکت‌های بخش خصوصی تأثیرگذارند. نگهداشت کارکنان تنها تحت تأثیر یک عامل نیست، بلکه عوامل زیادی دخیل می‌باشند. لذا، رصد مداوم عوامل تأثیرگذار بر نگهداشت کارکنان و توجه به انگیزاننده‌های نوین در حفظ و نگهداشت کارکنان اهمیت بسزایی دارد.

کلیدواژه‌ها


عنوان مقاله English

Explaining the Conceptual Framework of Factors Affecting Employee Retention in Private Sector Companies

نویسندگان English

Reza Mazinani 1
Neda Nafari 2
Maysam Chegin 3
1 MA Student of Public Administration, North Tehran Branch, Islamic Azad University, Tehran, Iran
2 Department of Public Administration, North Tehran Branch, Islamic Azad University, Tehran, Iran
3 Department of Policy and Public Affairs, Faculty of Public Administration and Organizational Sciences, College of Management, University of Tehran, Tehran, Iran
چکیده English

Introduction
Employee retention, especially in the private sector, is very challenging due to the inherent characteristics of this sector. Therefore, the present study was conducted with the aim of explaining the conceptual framework of factors affecting employee retention in private sector companies.
 
Method
This research is of mixed type and has been done in two qualitative and quantitative phases. In order to extract factors effective on employee retention, a qualitative research method with a content analysis approach was used, a Delphi method to screen the factors. Finally, confirmatory factor analysis was used to validate the framework. In the qualitative phase, the statistical population included experts in Zibasazan Kiana Company and university experts in the field of management. Using the purposeful sampling method and based on the principle of theoretical saturation, 20 interviews were conducted. Data analysis was done by content analysis method and 73 concepts were identified in the form of 4 factors. Then, using the Delphi technique, the panel members reached a consensus on 46 concepts in the form of 4 individual, organizational, occupational and environmental factors. In the quantitative phase, the statistical sample included 210 employees of Zibasazan Kiana Company.
 
Results
The results showed that the occupational factor with a factor loading of 0.834, the organizational factor
with a factor loading of 0.715, the individual factor with a factor loading of 0.646, and the environmental factor with a factor loading of 0.472 affect the retention of human resources in private sector companies.
 
Discussion
Employee retention is not influenced by just one factor, but many factors are involved. Therefore, continuous monitoring of factors affecting employee retention and attention to new motivators in employee retention is of great importance.

کلیدواژه‌ها English

Employee Retention
Human resource development
Mixed research
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دوره 12، شماره 2
دی 1404
صفحه 149-166

  • تاریخ دریافت 24 فروردین 1404
  • تاریخ بازنگری 02 خرداد 1404
  • تاریخ پذیرش 02 تیر 1404