چکیده:
The purpose of the present paper was to investigate the moderating role of job engagement in the impact of SHRM practices on the employee retention of Guilan Technical & Vocational Training Organization, and therefore, to provide an empirical and practical contribution in order to enhance employee retention through job engagement. The statistical population consisted of 372 managers and employees, and the optimal sample was determined by Cochran's formula to be 189. The results revealed that SHRM practices and dimensions have a significant impact on employee retention, and job engagement has a moderating role in the impact of SHRM and all its dimensions except performance appraisal on employee retention. The findings also indicate the moderating effect of job engagement in the relationship between SHRM practices and employee retention for three types of job engagement, namely vigor, dedication, and absorption. The association between the demographic variables and the factors also investigated. This study provides an empirical and practical contribution to improving employee retention through job engagement. The theoretical implications, future directions, and limitations are also discussed.
خلاصه ماشینی:
Strategic Human Resource Management Practices and Employee Retention: A Study of the Moderating Role of Job Engagement Reza Sepahvand1, Razieh Bagherzadeh Khodashahri2* 1.
Candidate in Human Resources Management, Faculty of Economics and Administrative Sciences, University of Lorestan, Khorramabad, Iran (Received: December 4, 2019– Revised: September 17, 2020 ؛ Accepted: September 22, 2020) Abstract The purpose of the present paper was to investigate the moderating role of job engagement in theimpact of SHRM practices on the employee retention of Guilan Technical & Vocational Training Organization, and therefore, to provide an empirical and practical contribution in order to enhance employee retention through job engagement.
Job engagement, Employee retention, Strategic human resource management practices, Technical and Vocational Training Organization, Turnover Introduction One of the current questions in the field of business administration is that how some organizations have succeeded in their career despite economic, financial, and social crises.
Effective human resource management (HRM) practices can influence levels of work engagement and improve the client's service quality, satisfaction and retention, offer a distinctive competitive advantage, and improve the performance of the organization (Shibiti, 2020).
In addition, effective human resource management practices can influence job engagement such as vigor, dedication, absorption and can improve the employee retention (Singh et al.
Results of testing the fourth hypothesis indicted that job engagement moderates the effect of training and career development of human resources on employee retention, which is consistent with the theoretical foundations of this research.