A Metasynthesis of Studies on Elite Retention in Organizations
مهراب قبادی بیگوند
1
(
)
Nasrin Khodabakhshi Hafshejani
2
(
)
Behrooz Ghorbani
3
(
)
کلید واژه: Retention, Elite, Human capital, Meta-synthesis,
چکیده مقاله :
This study aimed to identify the aspects affecting elite retention in organizations using a metasynthesis-based qualitative method by investigating 682 scientific-research papers conducted on elite retention. Once the metasynthesis stages were completed, a sample of 23 papers was finally selected according to inclusion criteria. Results of the selected qualitative studies were reviewed systematically, the components and contents were identified and classified using the content analysis method. The validity of the research results was verified using a CASP checklist and confirmed by experts, and the reliability of the data was calculated using the Cohen's kappa coefficient. Findings of the present research indicated 304 identified initial concepts classified into 20 sub-concepts and ultimately 10 main concepts. Based on the research findings, organizations are progressing and developing in a galloping manner. Therefore, the presence of elites in scientific fields and production of underlying knowledge could be highly effective. The employment of elites' capabilities could be effective in creating and boosting their motivation to promote and develop organizations.
چکیده انگلیسی :
This study aimed to identify the aspects affecting elite retention in organizations using a metasynthesis-based qualitative method by investigating 682 scientific-research papers conducted on elite retention. Once the metasynthesis stages were completed, a sample of 23 papers was finally selected according to inclusion criteria. Results of the selected qualitative studies were reviewed systematically, the components and contents were identified and classified using the content analysis method. The validity of the research results was verified using a CASP checklist and confirmed by experts, and the reliability of the data was calculated using the Cohen's kappa coefficient. Findings of the present research indicated 304 identified initial concepts classified into 20 sub-concepts and ultimately 10 main concepts. Based on the research findings, organizations are progressing and developing in a galloping manner. Therefore, the presence of elites in scientific fields and production of underlying knowledge could be highly effective. The employment of elites' capabilities could be effective in creating and boosting their motivation to promote and develop organizations.
Afjeh, Seyed Ali Akbar and Saleh Ghaffari, Adel (2013). Factors affecting the retention and voluntary turnover of knowledge-based employees (Case study: Tehran University of Science and Technology), Quarterly Journal of Strategy of Culture, 6(21), 79–112.
Ahmadi, Hassan; Zahed Ahmadi Babolan, Adel; Moradi, Masoud and Khaleq Khah, Ali (2017). Factors Affecting the Retention of Elite and Talented Teachers in Public High Schools of Ardabil City in Line with General Policies ((Creating Transformation in the Education System)), Strategic Studies of Public Policy, 7(23), 95–111.
Alsankour Yahya, Mashluol Karar and Zardoshtian, Shirin (2010). The strategic role of emotional commitment in the relationship between psychological capital and human resource retention of employees of the Iraqi Ministry of Sports, Journal of Physiology and Management Research in Sports, 12(2), 74–61.
Ameri, Zeinab and Abdoli, Mohammad Reza (2019). Learning organizations and their impact on organizational performance and organizational innovation (case study: General Directorate of North-Eastern Railway of Shahrood), Scientific Journal of Modern Research Approaches to Management and Accounting, 4(13), 119–131.
Armstrong, M., & Brown, D. (2019). Strategic Human Resource Management: back to the future. Institute for Employment Studies reports, 1(1), 1-36.
Arvand, Hamid and Angazi Qods, Ahadollah (2011). Designing a Model for Attracting and Retaining Talented Human Resources: A Case Study (NEZAJA Ranger Training Center), Defense Human Capital Management, 1(4), 143–166.
Bamdad Soofi, Jahaniar and Emamat, Mirseyed Mohammad Mohsen (2018). Identifying and prioritizing factors affecting the attraction and retention of scientific talents in universities, 10(3), 97–120.
Bengtsson, M. (2016). “How to plan and perform a qualitative study using content analysis”. NursingPlus Open, 2, 8-14.
Bjerregaard, T., & Nielsen, B. (2014). Institutional maintenance in an international bureaucracy: Everyday practices of international elites inside UNESCO. European Management Journal, 32(6), 981-990.
Chen, Z., Xu, Y., Wang, S., Jiang, L., & Yan, D. (2023). China’s Future Countryside Model Construction and Development Level Evaluation. Sustainability, 15(18), 13819.
Cook, S. N., & Yanow, D. (2011). Culture and organizational learning. Journal of Management Inquiry, 20(4), 362-379.
Dwomoh, G., & Frempong, E. O. (2017). Factors influencing employees’ retention in the banking industry of Ghana. Review Pub Administration Manag, 5(223), 1 - 16.
Eriksson, L., & Kjeang, A. (2021). Local organization for promoting energy efficiency—reform of local energy advice service in Sweden. Energy Efficiency, 14(1), 1-16.
Faghihi Farahmand, Nasser (2010). Investigating the effective factors of organizational management principles in improving the performance of managers and employees, separated by gender, in service organizations (case study: service organizations in Tabriz city), Women and Family Studies, 3(10), 93–110.
Faraji, Anahita and Sarkhondi, Sahar (2019). Factors affecting the empowerment of managers and the effectiveness of financial management with an emphasis on organic platforms in the organization (Case study: Knowledge-based companies in Kermanshah), Journal of Business Review, 96(22), 8–22.
Febrian, W. D., & Sani, I. (2023). Analysis of Work Environment, Attitude, Coaching, and Servant Leadership on Job Satisfaction Mediated by Career Development (Literature Review Study). Indonesian Journal of Business Analytics, 3(4), 1089-1104.
Foster, S. (2011). Making sense of e-HRM: transformation, technology and power relations. In Enterprise Information Systems: Concepts, Methodologies, Tools and Applications (pp. 250-266). IGI Global.
Gagne, A. (2015). Retention strategies in France and Sweden. The Irish Journal of Management, Vol. 28, No. 1, pp: 59-79.
Gwet, K. L. (2014). Handbook of inter-rater reliability: The definitive guide to measuring the extent of agreement among raters. Advanced Analytics, LLC.
Hosseini Tabaghdehi, Leila (2010). A qualitative study of factors affecting the retention of academic staff in universities, Quarterly Journal of Human Resources Education and Improvement, 1(1), 79–92.
Hosseinian, Shahamat and Shariati Jam, Hassan (2018). Developing a strategy for the human resources retention process, Quarterly Journal of Strategic Management Studies, 9(36), 19–39.
Jahangiri, Meraj (2021). Metasynthesis of factors affecting employee job motivation in organizations, Journal of Knowledge-Based Business Management, 1(5), 25 – 52.
Khaki, Iman and Hosseini, Seyed Hamzeh (2022). Presenting a flexible work system model for recruiting and retaining the organization's elites (Case study: National Elite Foundation), Journal of Innovation and Creativity in Human Sciences, 10(4), 159–198.
Khanifar, Hossein; Ebrahimi, Salah al-Din and Gholami, Bahman (2010). Designing a talent development and retention model in education: Qualitative research, School Management, 4(8), 268–296.
Kim, S., & McLean, G. N. (2012). Global talent management: Necessity, challenges, and the roles of HRD. Advances in Developing Human Resources, 14(4), 566-585.
King, K. A. (2017). The talent climate: Creating an organisational context supportive of sustainable talent development through implementation of a strong talent system. Journal of Organizational Effectiveness: People and Performance, 4(4), 298 - 314.
Moradi, Alireza and Shokri, Naeem (2012). Designing a compensation model with a talent retention approach with an emphasis on the role of the government (Case study: bold and risky funds), Public Sector Economics Studies, 1(2), 217–232.
Naeem Yavari, Majid; Eslami, Hossein; Afshani, Alireza and Nayebzadeh, Shahnaz (2017). Identifying the dimensions of talent retention in Iranian organizations using a hybrid approach, Resource Management in the Armed Forces, 5(4), 89–120.
Nikdast, Hourieh (2022). Designing a structural model of obstacles to implementing strategic planning in Iranian sports federations, Strategic Studies of Sports and Youth, 21(55), 164–147.
Nikmanesh, Reza; Najafbeigi, Reza and Faghihi, Abolhasan (2013). Presenting a model for maintaining intellectual capital in scientific and research centers in Iran, Productivity Management, 17(4), 233–263.
Oladi, Maryam; Manzari Tavakoli, Hamdollah; Sayadi, Saeed; Salajegheh, Sanjar and Sheikhi, Ayoub (2018). Study of personality traits of employees and their relationship with desirable performance, Journal of the Faculty of Medicine, Mashhad University of Medical Sciences, 61(6), 387–403.
Park, H. M. (2022). Strategical agility, rigidity and paradox in talent management: SMEs in South Korea. Asian Journal of Management Science and Applications, 7(1), 82-101.
Passarini, F., Vassura, I., Monti, F., Morselli, L., & Villani, B. (2011). Indicators of waste management efficiency related to different territorial conditions. Waste management, 31(4), 785-792.
Rezaian, Ali; Kazem-Sadadi, Maryam; Ghareche, Manijeh and Haji-Karimi, Abbas Ali (2018). Identifying the indicators of attracting, retaining and retaining talented human resources in the banking industry, Government Management Perspective, 9(3), 15–38.
Ring, N., Jepson, R., & Ritchie, K. (2011). “Methods of synthesizing qualitative research studies for health technology assessment”. International Journal of Technology Assessment in Health Care, 27(4), 384-390.
Sandelowski, M., & Barroso, J. (2006). “Handbook for synthesizing qualitative research”. springer publishing company.
Sanchez, J. L., Montero-Navarro, A., & Gallego-Losada, R. (2019). The opportunity presented by technological innovation to attract valuable human resources. Sustainability, 11(20), 57 - 85.
Sarafaraz, Ayoub; Memarzadeh Tehran, Gholam Reza and Hamidi, Naser (2019). Designing a model for retaining elites in Iranian government organizations, Quarterly Journal of Resource Management in Law Enforcement, 7(1), 56–82.
Sarshar, Elham and Samiei, Ruhollah (2020). Presenting a process model of meritocracy in administrative systems with a human resources improvement approach in Golestan University of Medical Sciences, Career and Organizational Consulting, 12(43), 199–216.
Scott, D., McMullen, T., & Royal, M. (2012). Retention of key talent and the role of rewards. WorldatWork Journal, 21(4), 58 - 70.
Shahlaei, Naser (2016). Strategic positioning and identification of key factors affecting the recruitment of elites in the Islamic Republic of Iran Army, Quarterly Journal of Military Management, 16(64), 1–25.
Shateri, Karim; Abili, Khodayar; Rezaian, Ali; Gholipour, Arian and Moradfam, Sholeh (2015). Factors affecting the retention of talents and organizational elites in the Iranian electrical industry in line with the realization of the general policies of "Science and Technology", Strategic and Macro Policies, 3(12), 51–78.
Sleiderink, D. E. M. (2012). Talent management in health care: identifying and retaining talent at Medisch Spectrum Twente (Master's thesis, University of Twente).
Smith, I. S. (2013). Management consultants at work with clients: Maintenance and contestation of elite status. In The anthropology of elites: Power, culture, and the complexities of distinction (pp. 207-226). New York: Palgrave Macmillan US.
Tahmasebi, Reza; Gholipour, Arian and Javaherizadeh, Ebrahim (2012). Talent management: identifying and ranking factors affecting the attraction and retention of scientific talents, Public Management Research, 5(17), 5–26.
Taghizadeh Yazdi, Mohammad Reza; Tahmasebi, Reza; Emamat, Mirseyed Mohammad Mohsen and Dehghan, Ali Reza (2018). Identifying and ranking factors affecting the attraction and retention of talents using the Analytic Hierarchy Process Approach (Case Study: University of Tehran), Organizational Culture Management, 16(1), 89–115.
Tumi, N. S., Hasan, A. N., & Khalid, J. (2022). Impact of compensation, job enrichment and enlargement, and training on employee motivation. Business Perspectives and Research, 10(1), 121 - 139.
Zahedi, Mohammad Reza and Eshraghi Mohammad (2021). Investigating the effect of human resource management performance on the retention of knowledge-based employees in a knowledge-based company with regard to the mediating role of knowledge management, Human Resources NAJA, 16(64), 81–120.
Zandi Reza; Vakil-o-Raaya, Younes and Farhadinejad, Mohsen (2019). Designing an elite gene retention model with emphasis on graduates of higher education and the Ministry of Health, Journal of Applied Sociology, 30(4), 97–112.
