Mentoring for Career Development: Organisational Approaches to Engage and Retain Employees

Piip, Janene

doi:10.1007/978-3-319-78544-8_15

Cited by 3 publications

(3 citation statements)

References 5 publications

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Section: Discussionmentioning

confidence: 99%

“…(cited in Piip) also concluded that improving the employ-ees' QWL would not only improve the organization's productivity but also enhance the employee's personal efficiency and self-actualization (37). A focus on improving the employees' QWL will increase their job satisfaction and can bring benefits to employees and organizations (37). Balaji et al (38) also reported that improving the QWL can facilitate a more humane work environment in which both the employees' basic needs and high-level needs of continuous growth and self-efficacy will be covered.…”

Section: Discussionmentioning

confidence: 99%

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Quality of Work-life of Iranian Police Officers in the Year 2020: A Descriptive Study

2021

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Background: Stressful workplace experiences of police officers predispose them to physical and psychological injuries and affect their quality of work-life (QWL). Objectives: Therefore, this study aimed to examine the QWL of Iranian police officers. Methods: This descriptive cross-sectional study was conducted in 2020 on 200 police officers working in different job positions of the Iranian Police Organization. A convenience sampling method was used to recruit the participants from 12 police departments in five cities. The Police Quality of Work-life questionnaire (PQWLQ) was used for data collection. The measures of descriptive and inferential statistics (independent-samples t-test, one-way analysis of variance, and Pearson correlation coefficient) were used for data analysis. Results: Of the 200 police officers, 87.5% (175) were males, 68% (136) had a bachelor’s degree or higher, and their work experience ranged between five and 27 years. The QWL score of the study participants ranged from 24 to 120 with a mean (± SD) of 63.20 (± 18.40), and the majority of them (56%) had a moderate QWL. Male police officers had a higher QWL (67%) than female ones (45%) (P < 0.05). Conclusions: The majority of the police officers who participated in this study had a moderate QWL. To increase the level of QWL among police officers, the Police authorities should plan appropriate strategies and programs.

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Section: Discussionmentioning

confidence: 99%

Section: Discussionmentioning

confidence: 99%

Quality of Work-life of Iranian Police Officers in the Year 2020: A Descriptive Study

2021

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“…Such conditions are shifting competitive edge from tangible assets to tacit knowledge imparted to the worker’s mind which requires a system to reduce the risk of losing skilled resources and ensure business continuity (Barnett and Davis, 2008). Therefore, it is essential for the organizations to adopt employees’ retention and engagement approaches for the development career attitude (Piip, 2019).…”

Section: Literature Review and Hypotheses Developmentmentioning

confidence: 99%

Understanding succession planning as a combating strategy for turnover intentions

Ali

Mehreen

2019

JAMR

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Purpose Considerable research has linked leaders’ development practices to employee performance, but little research has concentrated on how succession planning minimizes the turnover intentions. The purpose of this paper is to investigate the impact of succession planning on turnover intentions among banking professionals. Moreover, the authors examine whether succession planning enhances the employee job security and creates career attitude that mitigates the risk of employee turnover intentions. Design/methodology/approach Using the survey method, the authors recruited permanent employees of retail banking and the proposed model and structural relationships were tested via structural equation modeling. Findings The findings depict that succession planning provides job security and creates positive career attitude which in turn mitigate the turnover intentions among banks employees. Practical implications The present study helps the bank management to formulate a strategic and proactive succession system based on job security and build a strong career attitude to discourage the turnover intentions among banks employees. Moreover, the outcome supports the management of banks in case of the sudden resignation of a bank employee; they will be in a position to appoint a resourceful employee immediately on the vacant post to provide excellent customer services. Originality/value The current study successfully developed an empirical relationship between succession planning and turnover intentions which was skipped in the literature on human resource development. Furthermore, this study offers an important mediation mechanism for job security and career attitude for mitigating the turnover intentions among banks employees through succession planning.

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The Next Generation of Rail Talent: What Are They Looking for in a Career?

Piip¹

2019

Sustainable Rail Transport

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Mentoring for Career Development: Organisational Approaches to Engage and Retain Employees

Cited by 3 publications

References 5 publications

Quality of Work-life of Iranian Police Officers in the Year 2020: A Descriptive Study

Quality of Work-life of Iranian Police Officers in the Year 2020: A Descriptive Study

Understanding succession planning as a combating strategy for turnover intentions

The Next Generation of Rail Talent: What Are They Looking for in a Career?

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