Designing and Explaining a Model for the Maintenance of Knowledge-Based Employees

This research is intended to design and explain a model for the maintenance of knowledge employees with the use of human resource management methods. Having reviewed the theoretical bases of the issue, the first effective factors for the model were identified. The final conceptual model was designed after consultation with specialists and modification of the elements. In this model, five human resource activities including development of skills, salary and rewards, opportunities for participation, organizational support, and procedural justice, were identified as predictive variables; job satisfaction, organizational commitment, and trust in managers were identified as intermittent factors; intention of the knowledge employees to remain in the organization was identified as a criterion variable. Standard questionnaires were applied to assess the variables. A random stratified sample group was selected from the research population containing academic members of the universities in South Khorasan. The results achieved through AMOS software indicated that human resource plans considering skill development, salary and rewards, participation opportunities, organizational support, procedural justice through job satisfaction, organizational commitment, and trust in managers can predict employees’ remaining. Organizational support can have stronger and direct effects on employees’ remaining.