فهرست مطالب سیده الهه کاوسی

The purpose of this study is to identify the reasons for employee’s turnover of Iranian knowledge companies in the field of compensation system and providing constructive strategies to reduce the rate of turnover. The methodology of the present study is mixed method. The statistical population of the study in qualitative and quantitative parts consisted of 220 knowledge workers in knowledge-based organizations of Sharif University of Technology who left their organizations. Sample size in the quantitative section consisted of 138 persons who were selected by random sampling. Sample size in the qualitative section consisted of 30 persons selected by snowball method. Data were collected through a questionnaire in the quantitative section and interviews in the qualitative section. Friedman and t-test were used to analyze the data in quantitative part and the thematic analysis was used in the qualitative part. The results show that all of eighteen components of compensation system were below average and they are main reasons for leaving knowledge workers. Proposed solutions presented in seven process, human, financial, cultural, technological, structural and legal-political themes. The results of this study can help improve compensation policies in order to maintain key forces in knowledge based organizations.

Compensation for human resource services in knowledge-based organizations is a very essential concern due to the key role they play in the development of technology in the country. This research is intended to assess the present status of service compensation, and to propose a model of service compensation system in knowledge-based, technology-oriented organizations. This research follows a mixed method. The statistical population of the quantitative phase of the research contains 220 knowledge employees of the knowledge-based organizations of Sharif University of Technology who have left their organizations. Of these, 138 employees are randomly selected as the sample. The statistical population in the qualitative section consists of the managers and supervisors of knowledge-based organizations of Sharif University of Technology, 30 of whom are selected by snowball method. T-test and Friedman test are used for data analysis in quantitative phase of the research. For qualitative section, thematic analysis method is used. The results of the quantitative phase revealed that all sixteen components of service compensation, falling under five dimensions of “salary and wage”, “benefits”, “work-life balance”, “performance and cognition”, “career path opportunities and advancement”, were below average. Finally, five comprehensive themes including “internal intervening factors”, “external intervening factors”, “service compensation in the knowledge-based organization”, “individual consequences”, and “organizational consequences” were identified for designing a service compensation system model.