Assessing the Human Resources Factors as the Determinants of Retaining Talents Across Organizations Using Multi-Level Model
1
조회
0
다운로드
2
인용
0
참고문헌
키워드
초록
The Purpose of this study was to analyze the various factors determining the retaining talents in organizations. Data was collected from the Human Capital Corporate Panel survey. Using the hierarchical linear model(HLM), factors determining the retainment of talents were separated into three levels: individual, team, and organizational level. In the results, first, at the individual level, satisfaction for job and commitment for engaged organization were the positive determinant factors for retaining talents. Second, at the team level, opportunity for employees to do various jobs and receive empowerment from their team was a positive determinant factor for retaining talents. Third, at the organizational level, HR department role of giving education or notice for HR issues to work-site managers, information system for speedy disseminating of knowledge, noticing the present information about company in detail, giving one's opinion to the higher position in easy way, and preference of creative persons rather than sincere persons were positive determinant factors for retaining talents. The determinant factors for talent retainment defined in this study affected differently at various conditions. Even with the same determinant factors within different conditions resulted in both positive and negative outcomes. Therefore, this study has a meaningful purpose to reveal determinant factors at various conditions and levels.
Abstract
The Purpose of this study was to analyze the various factors determining the retaining talents in organizations. Data was collected from the Human Capital Corporate Panel survey. Using the hierarchical linear model(HLM), factors determining the retainment of talents were separated into three levels: individual, team, and organizational level. In the results, first, at the individual level, satisfaction for job and commitment for engaged organization were the positive determinant factors for retaining talents. Second, at the team level, opportunity for employees to do various jobs and receive empowerment from their team was a positive determinant factor for retaining talents. Third, at the organizational level, HR department role of giving education or notice for HR issues to work-site managers, information system for speedy disseminating of knowledge, noticing the present information about company in detail, giving one's opinion to the higher position in easy way, and preference of creative persons rather than sincere persons were positive determinant factors for retaining talents. The determinant factors for talent retainment defined in this study affected differently at various conditions. Even with the same determinant factors within different conditions resulted in both positive and negative outcomes. Therefore, this study has a meaningful purpose to reveal determinant factors at various conditions and levels.
참고문헌 (53)
- Allen,N.J., "Affective, continuance, and normative commitment to the organization: An examination of construct validity", Journal of Vocational Behavior, 49, pp.252~276 (1996)
- Arthur,J., "Effects of human resource systems on manufacturing performance and turnover", Academy of Management Journal, 37(3), pp.670~687 (1994)
- Baird,L., "Managing two fits of strategic human resource management", Academy of Management Review, 13(1), pp.116~128 (1998)
- Barney,J., "Firm resources and sustained competitive advantage", Journal of Management, 17(1), pp.99~120 (1991)
- Productivity gains from the implementation of employee training programs, "Bartel,A.P.", Cambridge, MA: National Bureau of Economic Research, ~, pp.No. 3893 (1991)
- Bernthal,P., "Retaining Talent: A Benchmarking Study" (2009), Development Dimensions International
- Brian,B., "The impact of human resource management on organizational performance: progress and prospects", Academy of Management Journal, 39(4), pp.779~801 (1996)
- Brockner,J., "The influence of prior commitment to an institution on reactions to perceived infairness: the higher they are, the harder they fall", Administrative Science Quarterly, 37(2), pp.241~261 (1992)
- Bunderson,J.S., "Comparing alternative conceptualizations of functional diversity in management teams: process and performance effects", Academy of Management Journal, 45(5), pp.875~893 (2002)
- Caldwell,D.F., "Measuring person-job fit with a profile-comparison process", Journal of Applied Psychology, 75(6), pp.648~657 (1990)
- 진규동, "학습조직 활동과 조직성과에 관한 연구-제조업과 비제조업을 중심으로", 기업교육연구, 10(1), pp.1~26 (2008), 한국기업교육학회
- Cho,Y., "Communication Satisfaction and Perceived Organizational Performance", Human Resource Management, 18(2), pp.135~150 (1994)
- 최병우, "조직․직무특성, 대인적 환경특성이 직무만족에 미치는 영향에 관한 연구-남․녀차이를 중심으로-", 중소기업연구, 26(4), pp.55~78 (2004), 한국중소기업학회
- 정동섭, "조직문화와 시장지향성 및 성과간의 관계", 인적자원관리연구, 14(4), pp.295~311 (2007), 한국인적자원관리학회
- Davy,J., "A test of job security's direct and mediating effects on withdrawal cognitions", Journal of Organizational Behavior, 18(4), pp.323~349 (1997)
- Delaney,J.T., "The Impact of HRM Practices on perceptions of organizational performance", Academy of Management Journal, 39(4), pp.949~969 (1996)
- DiNardo,J.E., "Economic impacts of new unionization on private sector employers: 1984–2001", Quarterly Journal of Economics, 119(4), pp.1383~1441 (2004)
- Doucouliagos,C., "Worker Participation and Productivity in Labor-Managed and Participatory Capitalist Firms: A Meta-Analysis", Industrial and Labor Relations Review, 49(1), pp.58~77 (1995)
- Gardiner,P., "Success factors in learning organizations: an empirical study", Industrial and Commercial Training, 29(2), pp.41~48 (1997)
- Guerrero,A., "Problem-based behavioral science and psychiatry" (2008), Springer publishing
- Gomez-Mejia, L. R., "Compensation, organizational strategy, and firm performance" (1992), Cincinnati: CT: South-Western
- Horwitz,F., "Finders, keepers? Attracting, motivating and retaining knowledge workers", Human Resource Management Journal, 13(4), pp.23~44 (2003)
- Holtom,B.C., "Shocks as causes of turnover: What they are and how organizations can manage them", Human Resource Management, 44(3), pp.337~352 (2005)
- Huselid,M., "Methodological issues in cross-sectional and panel estimates of the human resource-firm performance link", Industrial Relations, 35(3), pp.400~422 (1996)
- Jacobson,D., "Mapping the context, Job Insecurity: Coping with Jobs at Risk" (1991), Sage Publications, London
- Jaworski,B.J., "'Market Orientation: Antecedents and Consequences", Journal of Marketing, 57(7), pp.52~70 (1993)
- Johari,J., "Linking Structure, Job Characteristics, and Job Performance Constructs: A Proposed Framework", International Journal of Business and Management, 4(3) (2009)
- Joiner, T. A., "The effects of mentoring on perceived career success, commitment and turnover intentions", Journal of American Academy of Business, 5(1, pp.2) (2004), 164~70
- Korea Employers Federation, "Special issues on talent retain", Compensation Quarterly, 13(1), pp.1~77 (2005)
- Kim,D., "Contingency, human resource management system, and organizational performance", Korean Journal of Management, 9(2), pp.249~279 (2001)
- Kohli,A.K., "Market orientation: the construct, research propositions, and managerial implications", Journal of Marketing, 54(2), pp.1~18 (1990)
- Kruse,D., "Employee ownership, employee attitudes, and firm performance: A review of the evidence, Handbook of Human Resource Management", pp.113~151 (1997), Greenwich, CT: JAI Press
- Li,Y., "The relationships between human resource management practices and perceptions of organizational performance based on 1996-1997 national organizations survey (nos) data", Doctor, pp.2003
- Lusch,R.F., "The Evolving Marketing Concept: Competitive Intensity and Organizational Performance", Journal of the Academy of Marketing Science, pp.1~6 (1987)
- Mark,A., "Technical and strategic human resource management effectiveness as determinants of firm performance", Academy of Management Journal, 40(1), pp.171~188 (1997)
- Mathieu,J.E., "A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment", Psychological Bulletin, 108(2), pp.171~194 (1990)
- Mcevily,B., "Bridging ties: a source of firm heterogeneity in competitive capabilities", Strategic Management Journal, 20(12), pp.1133~1156 (1999)
- Miceli,M., "Predictors and outcomes of reactions to pay-for-performance plans", Journal of Applied Psychology, 76(6), pp.508~521 (1991)
- Min,J., "Talent retain and management", Vocation and HRD, 10(3), pp.76~83 (2007)
- Narver,J.C., "The effect of a market orientation on business profitability", Journal of Marketing, 54(4), pp.20~35 (1990)
- Pfeffer,J., "Competitive Advantage through people: unleashing the power of the workforce" (1994), Boston, MA: Harvard Business School Press
- Rosenberg,M.J., "Beyond e-Learning" (2006), San Francisco, CA: John Wiley & Sons, Inc.
- Rumelt,R.P., "In search of the market share effect", pp.1~6 (1981), Academy of Management Proceedings
- Senge,P.M., "The Fifth Discipline: The Art and Practice of the Learning" (1990), Organization. New York: Doubleday Currency
- Sharma,M.K., "Employee Empowerment: A Conceptual Analysis", Journal of Global Business Issues, 2(2), pp.7~13 (2008)
- Shen,G., "A Study On The Antecedents Of Interpersonal Trust and The Trust’s Effects On The Attitudes Of Organizational Members", Human Resource Management, 15(1), pp.131~152 (2008)
- Stallworth,L., "Mentoring, Organizational Commitment and Intentions to Leave Public Accounting", Managerial Auditing Journal, 18(5), pp.405~418 (2003)
- Somaya,D., "Rethinking the 'War for Talent'", MIT Sloan Management Review, 49(4), pp.29~34 (2008)
- Thomas,K.W., "Cognitive Elements of Empowerment: an ’interpretive model’ of intrinsic task motivation", Academy of Management Review, 15(4), pp.666~681 (1990)
- Tziner,A., "Effect of new composition on crew performance: Does the whole equal the sum of its parts?", Journal of Applied Psychology, 70(1), pp.85~93 (1985)
- Wang,D., "Will the strategic fit between business and HRM strategy influence HRM effectiveness and organizational performance?", International Journal of Manpower, 29(1), pp.92~110 (2008)
- Wright,P.M., "Theoretical perspectives for strategic human resource management", Journal of Management, 18(2), pp.295~320 (1992)
- Youndt,M.A., "Human resource management systems, intellectual capital, and organizational performance", Pennsylvania State University, ~, pp.Unpublished Doctoral Dissertation (1998)