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"Employee retention."
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Improving innovation performance through knowledge acquisition: the moderating role of employee retention and human resource management practices
Purpose
This paper aims to study the effects of knowledge acquisition on innovation performance and the moderating effects of human resource management (HRM), in terms of employee retention and HRM practices, on the above-mentioned relationship.
Design/methodology/approach
A sample of 129 firms operating in a wide array of sectors has been used to gather data through a standardized questionnaire for testing the hypotheses through ordinary least squares (OLS) regression models.
Findings
The results indicate that knowledge acquisition positively affects innovation performance and that HRM moderates the relationship between knowledge acquisition and innovation performance.
Originality/value
With the increasing proclivity towards engaging in open innovation, firms are likely to face some tensions and opportunities leading to a shift in the management of human resources. This starts from the assumption that the knowledge base of the firm resides in the people who work for the firm and that some HRM factors can influence innovation within firms. Despite this, there is a lack of research investigating the link between knowledge acquisition, HRM and innovation performance under the open innovation lens. This paper intends to fill this gap and nurture future research by assessing whether knowledge acquisition influences innovation performance and whether HRM moderates such a relationship.
Journal Article
The effects of on-the-job embeddedness and its sub-dimensions on small-sized hotel employees’ organizational commitment, work engagement and turnover intentions
Purpose
This paper aims to examine the impacts of links, fit and sacrifice as the sub-dimensions of on-the-job embeddedness (JE) on turnover intentions through the mediating roles of affective organizational commitment (AOC) and work engagement (WENG) and explore AOC and WENG as the two mediators linking on-the-JE to quitting intentions.
Design/methodology/approach
Data collected from small-sized hotels in three waves in Ghana were used to assess the aforesaid relationships. The hypothesized relationships were tested using structural equation modeling.
Findings
The findings reveal that on-the-JE is negatively related to turnover intentions. Additionally, the relationship between on-the-JE and turnover intentions is partly mediated by AOC and WENG. The findings further demonstrate that AOC and WENG partly mediate the impact of links on turnover intentions.
Practical implications
Management of hotels should enhance formal and informal connections between employees and their coworkers and supervisors through socialization tactics. Establishing and maintaining an environment that fosters social support would increase employees’ sense of belongingness and their proclivity to remain with the organization.
Originality/value
Little is known about the effects of the sub-dimensions of on-the-JE on work-related consequences in the hospitality and tourism literature. The literature is also devoid of evidence concerning affective variables as the potential mediators relating the sub-dimensions of on-the JE to turnover intentions. The study sets out to fill in these gaps.
Journal Article
Elephants before unicorns : emotionally intelligent HR strategies to save your company
\"Elephants Before Unicorns is for overcoming \"elephant\" obstacles and building your perfect \"unicorn\" company culture. Bringing her expertise from HR to EQ, Caroline Stokes offers business owners the actionable strategies they need to gain and retain a quality workforce\"-- Provided by publisher.
Book
Employer Branding Is the New Marketing Imperative
Building a brand that attracts and retains talent--employer branding--is at the top of the C-suite agenda and is the most critical priority among CMOs, according to a 2022 Forrester CMO Pulse Survey. Given marketers' inherent expertise in building brands, there is no group better suited to contribute significantly to employer branding efforts. Here, Chatterjee et al discuss the best practices to help navigate employer branding.
Journal Article
Losing Talent on Day One: Onboarding Millennial Employees in Health Care Organizations
This action research study explores millennials' experiences with onboarding programs in their health care organizations. Findings suggest that current onboarding programs are generally inadequate and may have a negative effect on retention. Health care organizations appear to be behind the curve regarding onboarding trends. Findings also suggest a potential concern of poor culture where onboarding is inadequate. Further, a quasi-appreciative inquiry approach provides indication of what health care organizations might consider including in onboarding programs.
Journal Article
Managing to make a difference : how to engage, retain, and develop talent for maximum performance
A practical, real-world training manual for mid-level management. 'Managing to Make a Difference' presents a leadership guide for those in the middle.
Book
