طراحی مدل مفهومی ترک خدمت افراد مستعد از سازمان های ایران: پژوهشی اکتشافی در صنعت ICT

نوع مقاله : مقاله پژوهشی

نویسندگان

1 استادیار گروه مدیریت اجرایی دانشگاه مازندران

2 مدرس دانشگاه حضرت معصومه قم

3 دانشگاه هرمزگان، دانشکده مدیریت و حسابداری، گروه مدیریت صنعتی، استادیار

چکیده

درکشورهای درحال توسعه همچون ایران، شرایط سیاسی، اقتصادی و اجتماعی در جابه جایی و گردش نیروی با استعداد اثرگذار هستند. از آن­ جایی‌که ترک خدمت نیروی با استعداد سازمان پیامدهای قابل توجهی بر عملکرد سازمان دارد، هدف اصلی مقاله حاضر کشف فرایند شکل‌گیری ترک خدمت در کشورهای درحال توسعه همچون ایران است. تمرکز این مقاله بر ترک خدمت افراد با استعداد در صنعت ICT است. براین اساس، مصاحبه ­های عمیق با 13 فرد با استعدادی که شغل خود را ترک کرده بودند، انجام گرفت. به­منظور تحلیل داده­های حاصل از مصاحبه‌ها، استراتژی پژوهشی داده بنیاد با رویکرد گلیزری، به­کار گرفته شده است. مدل مفهومی به‌دست آمده، عوامل اصلی تاثیر­گذار بر ترک خدکت افراد با استعداد را نمایان می‌سازد. این عوامل شامل عوامل علی- محیطی( همچون رکود اقتصادی)، عوامل زمینه­ای (از جمله ویژگی‌های سازمانی)، تغییر در احساس زندگی کاری (مثل عدم رضایت)، ویژگی‌های فردی (برای مثال، شخصیت)، عوامل مداخله‌گر (همچون بی‌عدالتی ساختاری در کشورهای توسعه نیافته)، است.

کلیدواژه‌ها

عنوان مقاله [English]

designing a conceptual model of Talent Turnover among Iranian Organizations: An Exploratory Research in ICT industry

نویسندگان [English]

  • Bahareh Abedin 1
  • Shahnaz Akbari Emami 2
  • Tayebeh Abbasnejad 3
1 Assistan professor of University of Mazandaran
2 Assistant professor , University of Ghom
3 Assistant prof., Faculty of Management & Accounting, University of Hormozgan
چکیده [English]

In developing countries such as Iran, political, economic and social conditions play an important role in the workforce movement and job turnover in many organizations. Job turnover by talented workforces have significant consequences on organizational performance; thus this paper aims to explore the reasons of turnover and its underlying process in developing countries like Iran. This study focuses on job turnover in Iranian ICT industry. In-depth interviews were conducted with 13 individuals who had left their jobs. In order to analyze the qualitative data obtained from the interviews, grounded theory methodology was employed. The conceptual model of the present study illustrates the main factors affecting talent turnover in organizations in Iran. Based on grounded theory model, in this article, these factors contains casual factors (e.g. economic recession), organizational context (e.g. organization’s features), change in the sense of working life (e.g. Dissatisfaction), individual characteristics (e.g. personality), intervening factors and variables (e.g. administrative corruptions in undeveloped countries).

کلیدواژه‌ها [English]

  • Turnover
  • Talents
  • Grounded theory methodology
  • ICT industry
  • Iranian Organizations

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مدیریت منابع انسانی پایدار
دوره 2، شماره 2
خرداد 1399
صفحه 49-64

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