جستجوی مقالات مرتبط با کلیدواژه « Retention Strategies » در نشریات گروه « علوم انسانی »

Human resource management affects the recruitment, empowerment and retention of productivity and effectiveness of the organization. Given the nature of knowledge-based companies and human resources working in these companies, identifying strategies to retain these knowledgeable people within the organization is essential so that the organization can use the capabilities and expertise of these people to achieve their goals. The research method consists of two parts: qualitative and quantitative. The qualitative part analyzes the subject literature and interviews with CEOs of knowledge-based companies, and the quantitative part analyzes the confirmatory factor of the components of the identified variables. Key variables affecting the retention of key employees in academic knowledge-based companies: salaries and benefits, company profit sharing and rewards and shareholding of key employees, work independence, work life balance, motivational job and job satisfaction, organizational commitment, vision and goals Support for management and leadership, learning opportunities and career advancement, organizational culture and communication, and participation in decision making. The results show that all components and strategies identified based on the results of data analysis have been effective on the retention of key human resources, but organizational strategies have shown the greatest impact on the retention and also the component of rights. And the advantages in service compensation strategies, the component of learning opportunity and progress in organizational strategies and job motivation and job satisfaction in job strategies have had the greatest impact on the organization.

The main purpose of this review paper was to identify the factors affecting teachers' job burnout. To address these factors, first the researcher start to investigate on conducted research and studies in this field, which lead to categorized of these factors into three groups, including: individual, social, and district factors. Second, dimensions of job burnout including emotional dimension, personal accomplishments, and depersonalization were examined. Furthermore, retention strategies were also categorized into three groups included: individual strategies, district strategies, and teacher training. Finally, based on the results of conducted research in this area, practical implications in order to reduce or prevent burnout were presented.