Volume 5, Issue 4 (Winter 2022)                   Iranian Journal of Educational Sociology 2022, 5(4): 23-42 | Back to browse issues page


XML Print


Download citation:
BibTeX | RIS | EndNote | Medlars | ProCite | Reference Manager | RefWorks
Send citation to:

Khalilitabar O, Tabari M, Gholipour Kanani Y. (2022). Modeling the Problems of the System of Recruitment, Retention and Training of Human Resources. Iranian Journal of Educational Sociology. 5(4), 23-42. doi:10.61186/ijes.5.4.23
URL: http://iase-idje.ir/article-1-1225-en.html
1- PhD student, Department of Management, Qaimshahr Branch, Islamic Azad University, Qaimshahr, Iran.
2- Associate Professor, Department of Public Administration, Qaimshahr Branch, Islamic Azad University, Qaimshahr, Iran.
3- Assistant Professor, Department of Public Administration, Qaimshahr Branch, Islamic Azad University, Qaimshahr, Iran.
Abstract:   (1174 Views)
Purpose: The present study was conducted to model the problems of the system of recruitment, retention and training of human resources by the mixed exploratory research method.
Methodology: The statistical population of the qualitative part included a number of experts including the senior managers of National Iranian Oil Refining and Distribution Company (NIORDC) and human resource management professors in higher education centers; and employees of the NIORDC (Sari) and Iranian Oil Pipelines and Telecommunication Company (IOPTC) (North) in the quantitative part, n= 835 (789 men and 46 women). In the qualitative part, by the snowball sampling method, 20 people, and in the quantitative part, by relative stratified sampling method based on Cochran's formula, 263 people were selected as the statistical sample. In the qualitative part, the data were extracted by the Delphi technique and semi-structured and structured questionnaires; and the 120-item researcher-made questionnaires in the quantitative part and analyzed using SPSS and AMOS. The content and construct validity of the questionnaires was confirmed. Reliability and composite reliability (CR) were also confirmed by Cronbach's alpha coefficient 84%. Descriptive statistics (mean, variance, and standard deviation) and inferential statistics (exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) and Friedman test) were used for data analysis.
Findings: The results showed that the model of problems of the system of recruitment, retention and training of human resources has 6 organizational (internal), environmental (external), occupational, individual (personal), governmental (political) and cultural-social dimensions and 30 components.
Conclusion: The results of the quantitative part showed that all dimensions of the research model were confirmed.
Full-Text [PDF 1558 kb]   (231 Downloads)    
Type of Study: Research Article | Subject: Special
Received: 2022/10/23 | Accepted: 2022/12/24 | Published: 2023/03/1

References
1. Adaleh Dugati, (2015). A strategic approach to maintaining human resources in higher education in South Khorasan province. Quarterly Journal of Public Management Research. 9(32). 137-153.
2. Akunda D, Chen Z , Gikiri S. N. (2018). Role of HRM in Talent Retention With Evidence. Journal of Management and Strategy. 9(2). 8- 20. [DOI:10.5430/jms.v9n2p8]
3. Alnaqbi W. (2011). The Relationship between Human Resource Practices and Employee Retention. Degree of Doctor. Edith Cowan University.
4. Amiri Qasim, Mahmoudzadeh Sidmjatbi, (2014). Investigating effective factors in reducing employee turnover in Iran's government organizations (case study: Ministry of Roads and Urban Development). Organizational Culture Management Quarterly. 13(2). 559-579.
5. Amjadi Gholamreza, Danesh Fard Karamullah, Mohammad Davudi Amirhossein. (2017). Pathology of maintaining professional employees with the approach of organizational ethics in National Oil Company. Ethical research. 8 (4 consecutive 32). 47-62.
6. Amjadi Gholamreza, Danesh Fard Karamullah, Mohammad Davudi Amirhossein. (2018). Ethical consistency of a conceptual model for improving the determining factors of professional staff retention. Ethical research. 10(2). 27-42.
7. Beginia Abdolreza, Ghazizadeh Mustafa, Hayati Shoaib. (2016). Investigating and prioritizing organizational factors affecting the longevity of human resources (case study: Pars special economic and energy zone). Quarterly scientific journal of human resources management in the oil industry. 8(31). 207-230.
8. Campbell, J.W., Im,T. Jeong, J. (2014). Internal Efficiency and turnover Intention: evidence From Local Government in South Korea. Public Personnel Management. 43(2). 259-282. [DOI:10.1177/0091026014524540]
9. Chamani Cheragh Tepe Ruqiyeh, Mahmoudi Amirhossein, Baba Mahmoudi Abdolreza, (2012). Factors affecting the retention of academic nurses in hospitals. Nursing Management Quarterly. 1(3). 19-27.
10. Christian, J.S. Ellis, A.P.J. (2014). The Crucial Role of Turnover Intentions inTransforming Moral Disengagement into Deviant Behavior at Work. Journal of Business Ethics. 119(2). 193-208. [DOI:10.1007/s10551-013-1631-4]
11. Chukwuka E. J., Nwakoby N. P.. (2018). Effect of Human Resource Management Practices on Employee Retention and Performance in Nigerian Insurance Industry. World Journal of Research and Review. 6(4). 27-41.
12. Clark D. B. (2013). Employee Commitment and Other Factors That Affect Attraction and Retention of Employees in Organizations: The Examination of Research and OPM Practices. Dissertation Doctor of Management. University of Maryland University College.
13. Coetzee, M., Stoltz E. (2015). Employees' satisfaction with retention factors: Exploring the role of career adaptability. Journal of Vocational Behavior. 89(2015). 83-91. [DOI:10.1016/j.jvb.2015.04.012]
14. Davoudi, S. M. M. Fartash, K. (2013). Turnover Intentions: Iranian Employees. Journal of Indian Management. 10(1). 89-99.
15. Fahima Neda, Melai Raisi Ayat. (2016). Identifying and ranking the components affecting the human resources maintenance system. The second international conference and the fourth national conference on management and humanities researches in Iran, Tehran, Modbar Management Research Institute.
16. Fateh Niya Hadi, (2013). Identifying effective factors in maintaining human resources and employee retention in Hormozgan Electricity Production Management Company. The 7th power plant conference, Bandar Abbas, Hormozgan Power Production Management Company.
17. Flint, D., Haley, L. M., McNally, J. J. (2013). Individual and organizational determinants of turnover intent. Personnel Review. 42 (5). 552-572. [DOI:10.1108/PR-03-2012-0051]
18. Francis A. Adzei, Roger A. Atinga., (2012), Motivation and retention of health workers in Ghana's district hospitals. Journal of Health Organization and Management. 26(4). 467-485. [DOI:10.1108/14777261211251535] [PMID]
19. Ghazizadeh Mustafa, Amani Jamshid, Karimi Khosro, (2007), Investigating factors affecting the organizational sustainability of human resources, Daneshvar Behavat bimonthly scientific-research journal. Shahed University. 15(29). 10-29.
20. Hosseinian Shehamet, Babaian, Hamze Loui Jalal, Pourgholami Mohammadreza, (2010). Pathology of the human resources maintenance system in Naja (case study of Hamedan province police command). Quarterly Journal of Police Management Studies. 6(4).610-627.
21. Hytter, A. (2007). Retention strategies in France and Sweden. The Irish Journal of Management, 28(1). 59-79
22. Jahangiri, Ali, Mehr Ali, Amir Houshang. (1387). Identifying and prioritizing the effective factors in maintaining the professional staff of Sased organization. Executive management research paper. 1 (8 consecutive 29). 56-37.
23. Karampour Abdul Hossein, Ahmadi Haider, Safri Kohra Mohammad, Asadollahi Dehkordi Elaha, (2012). Investigating and prioritizing the causes and factors of employees leaving the service of Mobin Petrochemical Company in South Pars. Public Administration Quarterly. 5(3). 123-142.
24. Maitham's father (2016). Identification of barriers to recruitment and retention of human resources based on Article 65 of the Civil Service Management Law, Fourth National Conference on New Developments in Industrial Engineering, Management, Economics and Accounting, Tehran, Idea Hazare International Development Campus.
25. Martin M. J. (2011). Influence of Human Resource Practices on Employee Intention to Quit. Degree of Doctor of Philosophy. State University
26. Mir Kamali Seyyed Mohammad, Haj Khuzima Mojtabi, Ebrahimi Salahuddin, (2014). Identifying the criteria for attracting and maintaining human resources and providing suitable solutions (case: employees of technical campuses of Tehran University). Development and Transformation Management Quarterly 7(22). 9-18.
27. Mirzai Hassan, Majalal Mohammad Ali, Beyzad Jafar, (2014). Identification and prioritization of factors affecting the preservation of human resources in the police command of East Azarbaijan province. Naja scientific-promotional magazine. 10(39). 65-86.
28. Moses A, Amalesh S. (2020). What drives human resource acquisition and retention in social enterprises? An empirical investigation in the healthcare industry in an emerging, Market. Journal of Business Research. 107 (2020) 76-88. [DOI:10.1016/j.jbusres.2019.07.025]
29. Mousavi Seyedanjamuddin, Shariat Nejad Ali, Saedi Abdullah. (2017). Designing a human resources risk management model in government organizations using foundational data theory, Human Resources Studies Quarterly. 8(28). 121-142.
30. Nahas, T., Abd-El-Salam, E.M. Shawky, A.Y. (2013). The impact of leadership behavior and organisational culture on job satisfaction and its relationship among organizational commitment and turnover intentions: A case study on an Egyptian company. Journal of Business and Retail Management Research. 7(2). 13-43.
31. OHUNAKIN Fo, Adenike A. A, OGUNLUSI G. I. F, SALAU O. P, Adekunle G. S. (2020). TALENT RETENTION STRATEGIES AND EMPLOYEES' BEHAVIOURAL OUTCOMES: EMPIRICAL EVIDENCE FROM HOSPITALITY INDUSTRY. Business: Theory and Practice. 21(1). 192-199. [DOI:10.3846/btp.2020.11061]
32. Omid Fereydoun, Mousavi Seyedah Amina. (2017). Organizational silence: leaving the job and psychological pressure as the cause of it. The 5th National Conference on Applied Researches in Management and Accounting, Tehran, Iran Management Association.
33. Patriota D. (2009). Employee retention: An integrative view of Supportive Human Resource
34. Practices and Perceived Organizational Support. Master Thesis. Management. Uppsala University.
35. Purashraf Yasanullah, Tulabi Zainab, (1388). Qualitative approach to the factors affecting the desire to stay with teachers' motivation (Case: Ilam Province). Education Quarterly. 25 (2 consecutive 98). 153-176.
36. Rahman, W., Nas, Z. (2013). Employee development and turnover intention: theory validation. European Journal of Training and Development. 37 (6). 564-579. [DOI:10.1108/EJTD-May-2012-0015]
37. Ranjbar Zatullah, (1391). Identifying the characteristics of knowledge-oriented human resources under study: Iran Khodro Company. The first national accounting and management conference, Mazandaran.
38. Rasouli Reza, Rashidi Mehdi, (2014). Designing and explaining the basic knowledge staff retention model. Human Resource Management Research Quarterly of Imam Hossein University (AS). 7(1). 39-55.
39. Razmi Ferdavi Fatemeh, (2015). Designing a retention model for academic staff in media organizations, University of Tehran. Alborz Campus, School of Management and Accounting, Thesis for Master's Degree in Media Management, Supervisor: Dr. Seyed Mehdi Sharifi, Advisor: Dr. Mehrdad Stiri.
40. Rostami Saeed. (2016). Pathology of human resource recruitment and retention system with a strategic approach (case study: Maragheh Faculty of Medical Sciences and Health Services). The third international conference on management, accounting and knowledge-based economy with emphasis on resistance economy, Tehran, Allameh Majlesi University.
41. Shekhari Gholam Abbas, Zabihi Mohammadreza, Nejati Akbar. (2017). Pathology of human resources maintenance system of Khorasan Razavi Gas Company, the first national conference of modern studies and research in the field of environmental and management sciences, Mashhad, Motahar Institute of Higher Education.
42. Sourdif J. (2004). Predictors of nurses' intent to stay at work in a university health center. Nursing and Health Sciences. 6(2004). 59-68. [DOI:10.1111/j.1442-2018.2003.00174.x] [PMID]
43. Tawakli-nejad Hassan, Jazni Nasrin, Memarzadeh Tehran Gholamreza, Afshar Kazemi Mohammad Ali. (2015). Identification and prioritization of effective factors in employee retention. Human Resource Management Research Quarterly of Imam Hossein University (AS). 8 (4 consecutive 26). 155-185.
44. Tayibi Abolhasani Seyed Amir Hossein, Khodabakhshi Mohammad, (2016). Factors affecting the durability of knowledge-based human resources in knowledge-based companies. Human Resource Management Research Quarterly of Imam Hossein University (AS). 9 (2 consecutive 28). 167-192.
45. Tourangeau A E Cranley L A. (2006). Nurse intention to remain employed: understanding and strengthening determinants. Journal of Advanced Nursing. 55(2006). 497-509. [DOI:10.1111/j.1365-2648.2006.03934.x] [PMID]

Add your comments about this article : Your username or Email:
CAPTCHA

Send email to the article author


Rights and permissions
Creative Commons License This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

© 2024 CC BY-NC 4.0 | Iranian journal of educational sociology

Designed & Developed by : Yektaweb