مدل‌سازی هم پیوندی شغلی کارکنان دانشی؛ مطالعه موردی: شرکت‌های دانش‌بنیان

نوع مقاله : مقاله پژوهشی

نویسندگان

1 نویسنده مسئول: دکتری مدیریت منابع انسانی، دانشکده مدیریت و حسابداری، دانشکدگان فارابی، دانشگاه تهران، قم، ایران.

2 استاد، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران، ایران.

3 استاد، گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، دانشکدگان فارابی، دانشگاه تهران، قم، ایران.

4 استادیار، گروه مدیریت بازرگانی، دانشکده علوم اقتصادی و اداری، دانشگاه مازندران، مازندران، ایران.

چکیده

جذب، انگیزش و حفظ کارکنان دانشی در یک اقتصاد دانش‌بنیان، یعنی جایی که اقدامات مدیریت دانش و همگرایی جهانی فناوری، ماهیت کار را باز تعریف نموده است، بسیار حیاتی است؛ در حالی که موفقیت سازمان‌های امروزی به دانش افراد آن متکی است، حفظ کارکنان دانشی به سبب تحرک و سیالیت بالای آن‌ها، به‌عنوان یک چالش همچنان باقی است. هدف از پژوهش کیفی- اکتشافی حاضر، بررسی و شناسایی منابع و عوامل هم پیوندی شغلی دانشگران در شرکت‌های دانش‌بنیان ایرانی با محیط کاری آن‌ها است. برای این منظور، پس از مطالعه عمیق مبانی نظری هم‌پیوندی شغلی، چارچوب پرسش‌های مصاحبه نیمه‌ساختاریافته طراحی گردید. سپس، به‌منظور جمع‌آوری داده‌های میدانی، با مدیران و خبرگان منابع انسانی 17 شرکت دانش‌بنیان به روش نمونه‌گیری هدفمند، به شکل نمونه‌گیری گلوله برفی، مصاحبه صورت گرفت. متعاقباً مصاحبه‌ها ترانویسی شد و با به‌کارگیری نرم‌افزار MAXQDA2018 و روش تحلیل تم شش مرحله‌ای کلارک و براون، کدگذاری گردید؛ نتیجتاً منابع هم‌پیوندی شغلی دانشگران، متشکل بر 372 کد فرعی در قالب 27 تم فرعی و 9 تم اصلی شامل منابع فردی- انسانی، اقدامات حمایتی، فرآیندهای بین فردی، منابع مرتبط با شغل و محیط کاری، مدیریت دانش، بهبود و پایداری منابع انسانی، اقدامات پیمایش و سنجش، ساختار سازمانی و موانع و چالش‌ها، شناسایی، تحلیل و طبقه‌بندی شدند.

کلیدواژه‌ها


عنوان مقاله [English]

Modeling the Job Embeddedness of Knowledgeable Workers:: The Case Study of Knowledge-Based Firms

نویسندگان [English]

  • Zahra Safari 1
  • Seyed mehdi Alvani 2
  • Hassan Zarei matin 3
  • Mohammad Safari 4
1 Corresponding Author: PhD in Human Resource Management, Faculty of Management and Accounting, Farabi Schools, University of Tehran, Qom, Iran.
2 Professor, Department of Public Administration, Faculty of Management and Accounting, Allameh Tabatabai University, Tehran, Iran.
3 Professor, Department of Public Administration, Faculty of Management and Accounting, Farabi Schools, University of Tehran, Qom, Iran.
4 Assistant Professor, Department of Business Management, Faculty of Economics and Administrative Sciences, Mazandaran University, Mazandaran, Iran.
چکیده [English]

Attracting, motivating and retaining knowledge workers is critical in a knowledge-based economy, where knowledge management practices and global technology convergence have redefined the nature of work; While the success of today's organizations depends on the knowledge of its people, retaining knowledge employees due to their high mobility and fluidity remains a challenge. The purpose of this qualitative-exploratory research is to investigate and identify the sources and factors of job embeddedness of knowledge workers in Iranian knowledge-based firms with their work environment. For this purpose, after an in-depth study of the theoretical foundations of job embeddedness, the framework of semi-structured interview questions was designed. Then, in order to collect field data, managers and human resources experts of 17 knowledge-based companies were interviewed by purposeful sampling in the form of snowball sampling. Subsequently, the interviews were transcribed and coded using MAXQDA2018 software and Clark and Brown six-step theme analysis method; As a result, knowledge workers' job embeddedness sources, consisting of 372 sub-codes in the form of 27 sub-themes and 9 main themes including individual-human resources, supportive practices, interpersonal processes, job-related and work environment sources, knowledge management, improvement and sustainability of human resources, Survey and measurement practices, organizational structure and barriers and challenges were identified, analyzed and classified.

کلیدواژه‌ها [English]

  • knowledge management
  • job embeddedness
  • knowledge workers
  • knowledge-based firms
  • case study
افجه، سیدعلی اکبر، صالح غفاری، عادل (1392)، عوامل موثر بر نگهداری و ترک خدمت کارکنان دانش محور مورد مطالعه: جهاد دانشگاهی تهران، راهبرد فرهنگ، شماره 21.
خیاطیان، محمدصادق؛ طباطبائیان، سیدحبیب الله؛ امیری، مقصود و الیاسی، مهدی (1395)، تحلیل محتوای ویژگی های شرکت های دانش بنیان، پژوهش های مدیریت منابع سازمانی، دوره 5، شماره 2.ص 47-21.
رنجبر، ذات الله (1391)، شناسایی ویژگی های نیروی انسانی دانش مدار مورد مطالعه: شرکت ایران خودرو، اولین همایش ملی حسابداری و مدیریت، مازندران.
قربانی زاده، وجه الله، خیراندیش، مهدی، عدنان راد، اعظم (1396)، عوامل مؤثر بر حفظ کارکنان دانشی با هدف توسعه برنامه های کیفیت زندگی کاری در موسسه مطالعات بین المللی انرژی، فصلنامه علمی پژوهشی مدیریت منابع انسانی در صنعت نفت، سال هشتم، شماره 32. 175-150.
قلی پور، رحم الله، امیری، علی نقی و مهدی زاده،  زمانی فر (1392)، شناسایی عوامل مؤثر بر ماندگاری کارکنان دانشی در شرکت پالایش و پخش فراورده‌های نفتی ایران، مدیریت فرهنگ سازمانی، دوره11، ش 2. 133-161
رسولی، رضا و رشیدی، مهدی (1393)، طراحی و تبیین مدل حفظ و نگهداری کارکنان دانش پایه، فصلنامه پژوهش های مدیریت منابع انسانی، سال هفتم، شماره 1، ص 39-55.
طیبی ابوالحسنی، سیدامیرحسین خدابخشی، محمد (1396)، عوامل مؤثر بر ماندگاری منابع انسانی دانشی درشرکت های دانش بنیان، فصلنامۀ پژوهش های مدیریت منابع انسانی، سال نهم، شمارۀ 2 (شماره پیاپی 28).
مهرگان، محمدرضا و سیدکلالی، نادر (1391)، بررسی ارتباط میان عوامل مؤثر بر ترک خدمت دانشگران ICT در صنعت ارتباط همراه اول با استفاده از متدولوژی نقشه های شناختی فازی، پژوهش های مدیریت عمومی، سال پنجم، شماره 18، ص 44-25.
Ajzen, i. (1991). The theory of planned behavior. Organizational behavior and human decision processes, 50(2), 179-211.
Arasli, h., bahman teimouri, r., kiliç, h., & aghaei, i. (2017). Effects of service orientation on job embeddedness in hotel industry. The service industries journal, 37(9-10), 607-627
Avey, j. B., wu, k., & Holley, e. (2015). The influence of abusive supervision and job embeddedness on citizenship and deviance. Journal of business ethics, 129(3), 721-731.
Becker, G. S. (1994). Human capital revisited. In Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education, Third Edition (pp. 15-28). The university of Chicago press.
Bussin, M. H., & Brigman, N. (2019). Evaluation of remuneration preferences of knowledge workers. SA Journal of Human Resource Management17(1), 1-10.
Chen, h. (2017). Workplace humor and job embeddedness: a cross-national study between Chinese and us hospitality employees. A dissertation submitted to the Ph.D. degree at the Auburn University.
Chen, h., & ayoun, b. (2019). Is negative workplace humor really all that" negative"? Workplace humor and hospitality employees' job embeddedness. International journal of hospitality management, 79, 41-49.
Clarke, v., & Braun, v. (2006). Using thematic analysis in psychology. qualitative research in psychology, 3 (2), 77-101.
Dechawatanapaisal, d. (2018). Nurses' turnover intention: the impact of leader‐member exchange, organizational identification and job embeddedness. Journal of advanced nursing, 74(6), 1380-1391.
Dorinela, C. (2011). Knowledge Based Company–a Theoretical pproach. Ovidius University Annals, Economic Sciences Series. Ovidius University of Constantza. Faculty of Economic Sciences, 0 (2), 307-310.
Drucker, p. F. (1999). Knowledge-worker productivity: the biggest challenge. California management review, 41(2), 79-94.
Fasbender, u., van der heijden, b. I., & grimshaw, s. (2019). Job satisfaction, job stress and nurses’ turnover intentions: the moderating roles of on‐the‐job and off‐the‐job embeddedness. Journal of advanced nursing, 75(2), 327-337.
Francisco, r., Klein, a. Z., engeström, y., & sannino, a. (2018). Knowledge on the move: expansive learning among mobile workers. In online collaboration and communication in contemporary organizations (pp. 179-200). Igi global
Ghosh, P., Goel, G., Dutta, T., & Singh, R. (2019). Turnover intention among liquid knowledge workers: a study of Indian insurance professionals. Journal of Global Operations and Strategic Sourcing.
Hobfoll, S. E. (2011). Conservation of resources theory: Its implication for stress, health, and resilienceHoltom, b. C., & O'Neill, b. S. (2004). Job embeddedness: a theoretical foundation for developing a comprehensive nurse retention plan. Jona: the journal of nursing administration, 34(5), 216-227.
Huning, t. M., hurt, k. J., & frieder, r. E. (2020, April). The effect of servant leadership, perceived organizational support, job satisfaction and job embeddedness on turnover intentions. In evidence-based hrm: a global forum for empirical scholarship. Emerald publishing limited.
Igielski, m. (2017). Competency management of knowledge workers in modern enterprises. Zeszyty naukowe politechniki częstochowskiej zarządzanie, (26), 7-16.
Jackson, S. E., & Schuler, R. S. (1995). Understanding human resource management in the context of organizations and their environments. Annual review of psychology46(1), 237-264.
Jayasingam, S., Govindasamy, M., & Singh, S. K. G. (2016). Instilling affective commitment: insights on what makes knowledge workers want to stay. Management Research Review.
Jha, J. K., Pandey, J., & Varkkey, B. (2019). Examining the role of perceived investment in employees’ development on work-engagement of liquid knowledge workers: Moderating effects of psychological contract. Journal of Global Operations and Strategic Sourcing.
Jia, j., yan, j., jahanshahi, a. A., Lin, w., & bhattacharjee, a. (2020). What makes employees more proactive? Roles of job embeddedness, the perceived strength of the hrm system and empowering leadership. Asia pacific journal of human resources, 58(1), 107-127.
Kamat, P. V. (2013). Retaining Knowledge Workers through HRM Strategies. Sansmaran Research Journal3(2), 44-49.
Karatepe, O. M. (2016). Does job embeddedness mediate the effects of coworker and family support on creative performance? An empirical study in the hotel industry. Journal of Human Resources in Hospitality & Tourism, 15(2), 119-132.
Khaksar, S. M. S., Chu, M. T., Rozario, S., & Slade, B. (2020). Knowledge-based dynamic capabilities and knowledge worker productivity in professional service firms the moderating role of organisational culture. Knowledge Management Research & Practice, 1-18.
Khaleel, M., Chelliah, S., Khalid, J., Jamil, M., & Manzoor, F. (2016). Employee engagement as an outcome of friendship at workplace: Moderating role of job embeddedness. International Journal of Academic Research in Business and Social Sciences, 6(6), 1-6.
Khalid, k., & nawab, s. (2018). Employee participation and employee retention in view of compensation. Sage open, 8(4), 2158244018810067.
Kiazad, k., holtom, b. C., hom, p. W., & Newman, a. (2015). Job embeddedness: a multifoci theoretical extension. Journal of applied psychology, 100(3), 641.
Kim, T., Moon, J. H., Ahn, J. S., Kim, Y. K., Lee, S. S., Ahn, S. Y., ... & Kim, D. D. H. (2018). Next-generation sequencing–based posttransplant monitoring of acute myeloid leukemia identifies patients at high risk of relapse. Blood, The Journal of the American Society of Hematology132(15), 1604-1613.
Lee, L. W., Tang, Y., Yip, L. S., & Sharma, P. (2018). Managing customer relationships in the emerging markets–guanxi as a driver of Chinese customer loyalty. Journal of business research86, 356-365
Lee‐kelley, l., blackman, d. A., & Hurst, j. P. (2007). An exploration of the relationship between learning organisations and the retention of knowledge workers. The learning organization.
Lisowska, r., & stawasz, e. (2020). Human resource development in micro and small enterprises as a result of the use of business advisory services. Human resource management/zarzadzanie zasobami ludzkimi, 132(1).
Magableh, A. K. (2018). Practice of Knowledge Management for retention of intellectual knowledge in small and medium enterprises. Open Science Journal3(2).
Malik, P., & Garg, P. (2020). Learning organization and work engagement: The mediating role of employee resilience. The International Journal of Human Resource Management, 31(8), 1071-1094.
Marnewick, a. L. (2018). Factors affecting the retention of knowledge workers: a case study in a utility engineering department. University of Johannesburg (South Africa).
McGill, I. and Beaty, L., (1993). Action Learning: A Practitioner’s Guide, Kogan Page, London.
Mitchell, t. R., holtom, b. C., lee, t. W., sablynski, c. J., & erez, m. (2001). Why people stay: using job embeddedness to predict voluntary turnover. Academy of management journal, 44(6), 1102-1121.
MohdSaziliShahibi, S. S. K. W. F., Jamaludin, A., NorhayatiHussin, I., Amin, Z., MohdJailaniPaiman, Z. I., & Ali, J. Factors of Knowledge Workers Retention in Organization.
Nelson, k., & mccann, j. E. (2010). Designing for knowledge worker retention & organization performance. Journal of management and marketing research, 3, 1.
Ng, t. W., & feldman, d. C. (2010). The impact of job embeddedness on innovation‐related behaviors. Human resource management, 49(6), 1067-1087.
Nkuta, m. F. (2018). Factors affecting the retention of knowledge workers: a case study in a utility engineering department, doctoral dissertation, university of Johannesburg.
Noor, n. A. Z. M., & minai, m. S. (2019). The influence of knowledge worker characteristics on knowledge integration capacity among Malaysian knowledge workers. Journal of acdemic research in business and social sciences, 9(14), 83-92.
Ohunakin, F., Adeniji, A. A., Oludayo, O. A., Osibanjo, A. O., & Oduyoye, O. O. (2019). Employees’ retention in Nigeria’s hospitality industry: The role of transformational leadership style and job satisfaction. Journal of Human Resources in Hospitality & Tourism18(4), 441-470.
Ojala, s., & pyöriä, p. (2018). Mobile knowledge workers and traditional mobile workers: assessing the prevalence of multi-locational work in Europe. Acta sociologica, 61(4), 402-418
Onyeaku, j. (2020). How can organizations effectively use appraisal systems to retain knowledge workers? A systematic review of the literature. Muma business review, 4, 157-168.
Papa, a., dezi, l., gregori, g. L., mueller, j., & miglietta, n. (2018). Improving innovation performance through knowledge acquisition: the moderating role of employee retention and human resource management practices. Journal of knowledge management.
Park, h. D., Howard, m. D., & gomulya, d. M. (2018). The impact of knowledge worker mobility through an acquisition on breakthrough knowledge. Journal of management studies, 55(1), 86-107.
Price, h. E., & weatherby, k. (2018). The global teaching profession: how treating teachers as knowledge workers improves the esteem of the teaching profession. School effectiveness and school improvement, 29(1), 113-149.
Putriwulandari, F. D., Sudjadi, A., & Indrayanto, A. (2018). The effects of work-leisure conflict, work overload and work-family conflict on job embeddedness: moderating role of perceived supervisor support. Journal of research in management, 1(3).
Razzaq, S., Shujahat, M., Hussain, S., Nawaz, F., Wang, M., Ali, M., & Tehseen, S. (2019). Knowledge management, organizational commitment and knowledge-worker performance. Business process management journal.
Redmond, M. V. (2015). Social exchange theory
Renaud, S., Morin, L., Saulquin, J. Y., & Abraham, J. (2015). What are the best HRM practices for retaining experts? A longitudinal study in the Canadian information technology sector. International Journal of Manpower.
Rhee, m. K., park, s. K., & lee, c. K. (2020). Pathways from workplace flexibility to turnover intention: role of work–family conflict, family–work conflict, and job satisfaction. International journal of social welfare, 29(1), 51-61.
Rizun, M., & Meister, V. G. (2017, September). Analysis of Benefits for Knowledge Workers Expected from Knowledge-Graph-Based Information Systems. In EuroSymposium on Systems Analysis and Design (pp. 25-39). Springer, Cham.
Rodríguez-Sánchez, J. L., González-Torres, T., Montero-Navarro, A., & Gallego-Losada, R. (2020). Investing time and resources for work–life balance: The effect on talent retention. International journal of environmental research and public health17(6), 1920.
Sheehan, C., Tham, T. L., Holland, P., & Cooper, B. (2019). Psychological contract fulfilment, engagement and nurse professional turnover intention. International Journal of Manpower.
Sindhuja, K., & Subramanian, S. S. (2020). Impact of work-life balance on employee retention-a study on banking sector. Shanlax International Journal of Management7(3), 78-81.
Snell, S. A., & Dean Jr, J. W. (1992). Integrated manufacturing and human resource management: A human capital perspective. Academy of Management journal35(3), 467-504.
Soleman, m., armanu, a., aisjah, s., & sudjatno, s. (2020). Islamic job satisfaction, organizational commitment, and intention to leave: moderating role of Islamic work ethics. Management science letters, 10(6), 1359-1368
Starbuck, William H (1992). Learning by Knowledge-Intensive Firms. Journal of Management Studies, 29 (6), 713-740.
Swart, J., & Kinnie, N. (2010). Organizational learning, knowledge assets and HR practices in professional service firms. Human Resource Management Journal20(1), 64-79.
Wen, t., zhang, q., & li, y. (2020). Why small tourism enterprises behave responsibly: using job embeddedness and place attachment to predict corporate social responsibility activities. Current issues in tourism, 1-16.
Woodrow, C., & Guest, D. E. (2017). Knowledge acquisition and effective socialization: The role of the psychological contract. Journal of Occupational and Organizational Psychology90(4), 587-595.
Yang, f. X., & Wong, i. A. (2020). How do cyberspace friendships transition to favorable workplace outcomes? The self-team joint influence. International journal of hospitality management, 85, 102363.
Yousaf, z., majid, a., & yasir, m. (2019). Is polychronicity a panacea for innovative work behavior among nursing staff? Job embeddedness and moderating role of decentralization. European journal of innovation management.
Yu, j., lee, a., Han, h., & Kim, h. R. (2020). Organizational justice and performance of hotel enterprises: impact of job embeddedness. Journal of quality assurance in hospitality & tourism, 21(3), 337-360.