Influence of learning and working climate on the retention of talented employees

Abstract

Purpose -The aim of this study is to investigate some factors that have an influence on employee retention. Based on the literature and previous research, both employee and organisational factors are taken into account. Design/methodology/approach -Data were collected by means of a questionnaire that was distributed on a voluntary basis in professional organisations and among employees, both electronically and in hard-copy, during 2008-2009. The study sample consisted of 972 employees, mainly clerks, from diverse profit and social-profit organisations. Findings -The results show that when organisations want to retain their employees it is important to pay attention to the learning of employees. Letting people do more and learn more of what they are good at will encourage them to stay with the organisation. Results concerning the selected employee variables show that only age has a significant relationship with retention. Regarding the intention to stay, there exists a positive relationship between age and retention. Research limitations/implications -A limitation of this study is that both employee as organizational factors are measured through the perceptions of employees. The response set of subjects when responding to self-report measures could therefore be the result of a temporary mood, or could be the result of what may be considered as socially appropriate by the participants. Another limitation is that the questionnaire was voluntarily completed by the respondents; the researcher had therefore no information about the non-respondents. Originality/value -The paper focuses on the factors influencing employee retention.

Antecedentes da retenção de pessoas em organizações: Uma revisão de literatura

“…Como exemplos de estudos com profissionais que atuam em organizações de um mesmo setor econômico, destacam-se os realizados na indús-tria farmacêutica (Anis, Rehman, Rehman, Khan, & Humayoun, 2011), no setor hoteleiro (Hausknecht et al, 2009) e no setor financeiro (Birt, Wallis, & Winternitz, 2004). Entre os estudos com profissionais que ocupam cargos similares em diferentes organizações destaca-se o estudo com assistentes administrados realizado por Govaerts et al (2011).…”

“…Com relação ao primeiro ponto, há argumentos teóricos que relacionam a falha em reter profissionais qualificados à diminuição da criatividade e da inovação organizacional (Walker, 2001); a altos custos de recrutamento, seleção e treinamento (Hytter, 2007); a prejuízos ao clima organizacional (Rainey & Steinbauer, 1999); e à perda de habilidades, conhecimento e experiência acumulados na organização (Hytter, 2007;Kyndt, Dochy, Michielsen, & Moeyaert, 2009). Também há um conjunto de estudos que se dedicaram à compreensão dos antecedentes da retenção, como a influência do mercado de trabalho (Carrell, 2007); clima organizacional e aprendizagem (Govaerts, Kyndt, Dochy, & Baert, 2011); satisfação no trabalho (Howell, Brumback, Newman, & Rizzo, 1968); sexo (Barnes & Jones, 1974); nível educacional (Royalty, 1998); motivação (Mak & Sockel, 2001); treinamento e desenvolvimento (Doll, 2000), entre outros.…”

Izazovi globalizacije i njihov utjecaj na privlačenje i zadržavanje talenata

“…Iz tog razloga kompanija treba izgraditi 'branding' strategiju korištenjem sustava vrijednosti, nagrada, funkcija i atributa. Da bi organizacija postala "poželjno mjesto za rad" treba formirati kulturu koja će odgovarati vrijednostima zaposlenika, posebice pripadnicima generacije x i generacije y (Goaverts at al, 2010).…”

Retention of Adept Employees: Preliminary Study on PTCPakistan

“…Organization's priority to retain the employees has revolutionized. Competition among the organizations has increased and talented employee's retention has become the first priority of the organization [9]. Not only organizations confronted of furious competition of products but as well as faced problem of best employee retention [8].…”

“…Organizational operation executed by the talented employees, whose not only achieve the organizational goals and objectives as well as bring satisfaction in their team members [6][7]. The war of best employees retention has been started and organizations made huge investments in this context [8] for competing and leading the market [9]. Right retention strategy required for the growth but slightly errerous strategy hurt the profitability and growth [10] that is why no space for gaffe.…”