Motivational, Health and Comprehensive Factors Affecting the Retention of Knowledge Workers in Knowledge-Based Manufacturing Companies
Motivational, Health and Comprehensive Factors Affecting the Retention of Knowledge Workers in Knowledge-Based Manufacturing Companies
Subject Areas : Human resources management)
Bahman Moeinian
1
(Ph.D. candidate at the Department of Industrial management, Allameh Tabataba’i University, Tehran, Iran. )
Mahdi Elyasi
2
(Associate Professor at the Department of Industrial management Allameh Tabataba’i University, Tehran, Iran. )
Mir Ali Seyed Naghavi
3
(Associate Professor at the Department of Public Administration Allameh Tabataba’i University, Tehran, Iran.)
Jahanyar Bamdadsoofi
4
(Associate Professor at the Department of Industrial Management Allameh Tabataba’i University, Tehran, Iran.)
Keywords: Knowledge Workers, motivation, Hygiene, Knowledge-based, comprehensive,
Abstract :
Knowledge workers are the main asset of knowledge-based companies and companies that make little use of such workers are likely to undergo bankruptcy and liquidation. This study was conducted to explore the factors affecting the retention of knowledge workers and design a three-factor hygiene, motivation and comprehensive model by reviewing and criticizing Herzberg’s two-factor model in knowledge-based manufacturing companies. This is a descriptive study conducted using the survey method. The sample members were selected through the relative cluster sampling method. A 34-item questionnaire was designed based on the theoretical background and through interviews with experts and managers of companies. The data were analyzed using Cronbach’s alpha, Pearson correlation, and confirmatory factor analysis using SPSS-20 and LISREL-72.8 software. To identify the three hygiene, motivation and comprehensive factors, a questionnaire was presented to the academic experts, and the Delphi method was utilized. According to the results of correlation coefficients, Cronbach's alpha of this questionnaire was 0.927, which is indicative of the very good internal consistency of the items. The results of the fit indices confirm the proposed model. The results indicate good reliability and validity of the model designed to retain knowledge workers in knowledge-based manufacturing companies in the areas of ICT and biotechnology with the three-factor motivation, hygiene, and comprehensive model.
Knowledge workers are the main asset of knowledge-based companies and companies that make little use of such workers are likely to undergo bankruptcy and liquidation. This study was conducted to explore the factors affecting the retention of knowledge workers and design a three-factor hygiene, motivation and comprehensive model by reviewing and criticizing Herzberg’s two-factor model in knowledge-based manufacturing companies. This is a descriptive study conducted using the survey method. The sample members were selected through the relative cluster sampling method. A 34-item questionnaire was designed based on the theoretical background and through interviews with experts and managers of companies. The data were analyzed using Cronbach’s alpha, Pearson correlation, and confirmatory factor analysis using SPSS-20 and LISREL-72.8 software. To identify the three hygiene, motivation and comprehensive factors, a questionnaire was presented to the academic experts, and the Delphi method was utilized. According to the results of correlation coefficients, Cronbach's alpha of this questionnaire was 0.927, which is indicative of the very good internal consistency of the items. The results of the fit indices confirm the proposed model. The results indicate good reliability and validity of the model designed to retain knowledge workers in knowledge-based manufacturing companies in the areas of ICT and biotechnology with the three-factor motivation, hygiene, and comprehensive model.
Abili, kh And Movafqi, H.(2010). Human Resource Management (with emphasis on new approaches), Industrial Management Organization Publications, Tehran, 1-360. ]In Persian[.
Amid, H. (2006). Amid Persian Culture, Tehran: Amirkabir. ]In Persian[
Armstrong, M. (2007). Service Compensation Management, translated by Seyed Reza Seyed Javadin, 1-472. ]In Persian[
Asili, Gh. R and Ghadirian, A. A. (2006). Management of Elite Employees, Challenges of Causes of Leaving and Retention in Knowledge-Based Organizations, Fourth International Management Conference,Tehran. 1-15. ]In Persian[
Arthur, M.(2008).On Being a knowledge Worker,organizational Dynamics,Vol. 37,No.4 ,pp.365-377.
Bagheri, M. Ranjbar, M. H. Tab, S. (2015). Investigating the role of mediators of trust and collective self-efficacy on the relationship between transformational leadership and team performance (Case study: Hormozgan Education Department), Research in Educational Systems, No. 31, pp.127 -162. ]In Persian[ dor: 20.1001.1.23831324.1394.9.31.5.
Beheshti, Sh. Skini, R. Pasban M. R And Zare, A. (2018). Company Employee Incentive Scheme: Incentive Shares and Preferred Shares, with a Study in the Legal System of England and Iran, Comparative Legal Research of Iran and International, No. 40, pp. 39-70. ]In Persian[ doi:10.22096/law. 2019.36878
Benest, F. (2008). etaining and Growing Talent: strategies to Greate organizational, stickiness, October, public management, pp. 20-24.
Bontis,N., stovel M. (2006). voluntarg Turnover: knowledge management-friend or foe? Journal of Intellectual capital, Vol. 3, pp. 303-332 doi:10.1108/14691930210435633
Burbach,R. & ,Royle,T. (2010). Talent on demand? Talent management in the German and Irish subsidiaries of a US multinational corporation, personnel Review,39(4),PP.414-431 .doi:10.1108/00483481011045399
Charles C. M., & Christopher P. N. (1995). Team Thinking: Beyond the Signs of Group Thinking in Self-Managing Teams (translated by Maryam Raftari), Journal of Managrial Psychology, Vol 10, No.1, PP 7-15. ]In Persian[
Chowdhury, A. A., Nazmul. H. (2017). Factors affecting employee turnover and sound retention strategies in business organization: a conceptual view. Problems and Perspectives in Management, 15(1),pp 63-71. doi:10.21511/ppm.15(1).2017.06
Damghanian, H., Rastegar, A. A, And Yazdaniyeh Ziarat, M. (2018). Designing and explaining the competency model in organizational interpersonal communication, Journal of Management Studies (Transformation Improvement), No. 88, pp. 143-174. ]In Persian.[ doi:10.22054/jmsd. 2018.8930
Dehban, B., And Heydari, A. (2016). Explanation of a Knowledge Workers Maintenance and Retention Model in Mapna Electric and Control, Engineering and Manufacturing Company (MECO), Modern Applied Science Published by Canadian Center of Science and Education, Vol. 10, No. 9, pp. 253– 262.doi:10.5539/mas.v10n9p253
Francis A. A & Roger A. A. (2012). Motivation and retention of health workers in Ghana’s district hospitals, Journal of Health Organization and Management, 26(4), pp.467-485.doi: 10.1108/14777261211251535
Ferine, K. F., Aditia, R., & Rahmadana, M. F. (2021). An empirical study of leadership, organizational culture, conflict, and work ethic in determining work performance in Indonesia's education authority. Heliyon, 7(7), 1-9. doi:10.1016/j.heliyon.2021.e07698
Ghorbani.V, Khairandish, M. And Adnan Rad, A. (2017). Factors affecting the retention of knowledge employees, Quarterly Journal of Human Resource Management in the Oil Industry, No. 32, pp. 168-172. ]In Persian[
Haji Karimi, A. A., Rezaeian, A., Alam Tabriz, A. And Soltani, M. (2012). An intermediate model to explain the relationship between perceptions of organizational support, perceptions of organizational respect, and participation in decision-making with organizational commitment; Case study of faculty members of Tehran universities, Strategic Management Thought, No. 12, pp. PP. 177-200. ]In Persian .[
Horwitz, M., & Smith, D. A. (1998). Flexible work practices and human resource management: a comparison of South African and foreign owned companies. International Journal of Human Resource Management, 9(4), 590-607. doi:10.1080/095851998340919
Jyoti, J., & Asha, R. (2019). Role of burnout and mentoring between high performance work system and intention to leave: Moderated mediation model, Journal of Business Research, 98,166-176. doi:10.1016/ j.jbusres. 2018.12.068
Khaleghi, S.(1999). Systematic review of factors affecting job security of employees of the Ministry of Culture and Higher Education, Master Thesis, Faculty of Management, University of Tehran. ]In Persian[
Khayatian, M. S. Tabatabayan, S. H. Amiri, M and Eliassy, M. (2014). An Analysis of Factors Affecting the Growth and Sustainability of Knowledge-Based Companies in Iran, Quarterly Journal of Innovation and Value Creation, Vol. 3, No. 6, pp. 57-74. ]In Persian[
Masoudi Moraghi. M. And Ostovar, R. (2014). Investigating the Relationship between Ambiguity and Conflict of Role and Job Performance; PP. 8-16. ]In Persian[
Mehregan S. K.(2012). Investigating the relationship between the factors affecting the retirement of information and communication technology students in the Iranian mobile communication industry, using the methodology of fuzzy cognitive maps, Public Management Research, Fifth Year, Vol. 18, pp. 25-44. ]In Persian[ doi:10.22111/JMR.2013.999
Nadi, M. A, And Islami Harandi, Fa .(2015). Structural model of organizational justice, job satisfaction and organizational commitment with deviant behaviors of teachers in Isfahan, Quarterly Journal of New Approach in Educational Management, No. 4, pp. 59-83. ]In Persian[
Nikokar,Gh H, Soltani, M. R. and Niavand, A .(2013). Designing an Indigenous Model for Recognizing and Measuring the Organizational Culture of the Military and Law Enforcement Organizations of the Islamic Republic of Iran, Public Management, Vol 5, No 3, pp. 143-163. ]In Persian[ doi:10.22059/JIPA.2013.50084
Parsons, K. (2000). Environmental ergonomics: a review of principles, methods and models. Applied ergonomics, 31(6),pp.581-94. doi:10.1016/s0003-6870(00)00044-2
Paton, S. )2009).“Cutting through the confusion of contemporary work”, Journal of knowledge management,Vol.13,No.1,pp.88-97. doi:10.1108/ 13673270910931189
Patriota, D. (2009). Employee retention: An integrative view of Supportive Human Resource Practices and Perceived Organizational Support, Master Thesis, Management, Uppsala University, pp 1-33.
Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: theor validation, European Journal of Training and Development, 37 (6), pp.564-579.doi:10.1108/EJTD-May-2012-0015
Rani,p & Reddy,B. (2015). key Talent Engagement & Retention.a case of software Industry.asian social science,11(3),pp.188-19.
Robbins, S. P .(2008), Organizational Behavior, translated by Ali Parsaiyan and Mohammad Arabi (2013), Tehran: Nobahar, 39 th edition, 1-460. ]In Persian[
Sahraei, M., Erfani, N., Shabani Bahar, Gh. R., Monsef, A., And Hossein Nejad, A. A .(2015).The Relationship between Empowerment and Perceived Organizational Support with Job Satisfaction of Physical Education Teachers in Hamadan, Organizational Behavior Management Studies in Sports, No. 2(6), pp. 83-91. ]In Persian[
Sarfarazi, B. E. Yaqubi, N. M. Mohammadi, M., And Jarrahi, J. (2020). Identifying the components of talent management with emphasis on the sustainability of knowledge resources using the meta-combined method, Quarterly Journal of Administrative Law, No. 8(25), pp. 161-184. ]In Persian[ doi:10.52547/qjal.8.25.161
Shivazad, A. H., Peasants, H., And Khashei, V. (2014). Relationship between knowledge management strategies and employee retention in knowledge-based companies, Master Thesis, Allameh Tabatabaei University - Faculty of Management and Accounting. ]In Persian[
Sinaei, H. A. (2004). Investigation of effective factors in causing stress and its role in the efficiency of a refinery staff, Journal of Humanities and Social Sciences, No. 12, pp. 61-86. ]In Persian[
Stone, D. L., Stone-Romero, E. F., & Lukaszewski, K.M. (2007). The impact of cultural values on the acceptance and effectiveness of human resources policies and practices, Human Resource Management Review, 17(2),pp.152–165. doi:10.1016/j.hrmr.2007.04.003
Tavakoli Nejad, H., Jazani, N., Memarzadeh Tehran, Gh, And Afshar Kazemi, M. A. (2016). Identifying and prioritizing the effective factors in employee retention, Journal of Human Resource Management Research, Year 8, No. 4,pp. 155-185. ]In Persian[
Teymouri, H., Shahin, A., Shaemi Barzaki, A., Karimi, A .(2018). Model of Compensation System for Meritorious Services of Employees, Quarterly Journal of Management Studies (Improvement and Transformation), No. 27(90), pp. 115-140. ]In Persian [doi:10.22054/jmsd.2019.9398
Zamani, M. (2014). The Relationship between Transformational Leadership and Organizational Innovation, Master Thesis, Islamic Azad University, Qeshm. ]In Persian[
Zimdars,A. (2007). Challenges to Meritocracy, A Study of the Social Mechanisms in Student Selection and Attainment at the University of Oxford, thesis for degree of PhD, in Economic and Social Research Council,NewCollege .
_||_Abili, kh And Movafqi, H.(2010). Human Resource Management (with emphasis on new approaches), Industrial Management Organization Publications, Tehran, 1-360. ]In Persian[.
Amid, H. (2006). Amid Persian Culture, Tehran: Amirkabir. ]In Persian[
Armstrong, M. (2007). Service Compensation Management, translated by Seyed Reza Seyed Javadin, 1-472. ]In Persian[
Asili, Gh. R and Ghadirian, A. A. (2006). Management of Elite Employees, Challenges of Causes of Leaving and Retention in Knowledge-Based Organizations, Fourth International Management Conference,Tehran. 1-15. ]In Persian[
Arthur, M.(2008).On Being a knowledge Worker,organizational Dynamics,Vol. 37,No.4 ,pp.365-377.
Bagheri, M. Ranjbar, M. H. Tab, S. (2015). Investigating the role of mediators of trust and collective self-efficacy on the relationship between transformational leadership and team performance (Case study: Hormozgan Education Department), Research in Educational Systems, No. 31, pp.127 -162. ]In Persian[ dor: 20.1001.1.23831324.1394.9.31.5.
Beheshti, Sh. Skini, R. Pasban M. R And Zare, A. (2018). Company Employee Incentive Scheme: Incentive Shares and Preferred Shares, with a Study in the Legal System of England and Iran, Comparative Legal Research of Iran and International, No. 40, pp. 39-70. ]In Persian[ doi:10.22096/law. 2019.36878
Benest, F. (2008). etaining and Growing Talent: strategies to Greate organizational, stickiness, October, public management, pp. 20-24.
Bontis,N., stovel M. (2006). voluntarg Turnover: knowledge management-friend or foe? Journal of Intellectual capital, Vol. 3, pp. 303-332 doi:10.1108/14691930210435633
Burbach,R. & ,Royle,T. (2010). Talent on demand? Talent management in the German and Irish subsidiaries of a US multinational corporation, personnel Review,39(4),PP.414-431 .doi:10.1108/00483481011045399
Charles C. M., & Christopher P. N. (1995). Team Thinking: Beyond the Signs of Group Thinking in Self-Managing Teams (translated by Maryam Raftari), Journal of Managrial Psychology, Vol 10, No.1, PP 7-15. ]In Persian[
Chowdhury, A. A., Nazmul. H. (2017). Factors affecting employee turnover and sound retention strategies in business organization: a conceptual view. Problems and Perspectives in Management, 15(1),pp 63-71. doi:10.21511/ppm.15(1).2017.06
Damghanian, H., Rastegar, A. A, And Yazdaniyeh Ziarat, M. (2018). Designing and explaining the competency model in organizational interpersonal communication, Journal of Management Studies (Transformation Improvement), No. 88, pp. 143-174. ]In Persian.[ doi:10.22054/jmsd. 2018.8930
Dehban, B., And Heydari, A. (2016). Explanation of a Knowledge Workers Maintenance and Retention Model in Mapna Electric and Control, Engineering and Manufacturing Company (MECO), Modern Applied Science Published by Canadian Center of Science and Education, Vol. 10, No. 9, pp. 253– 262.doi:10.5539/mas.v10n9p253
Francis A. A & Roger A. A. (2012). Motivation and retention of health workers in Ghana’s district hospitals, Journal of Health Organization and Management, 26(4), pp.467-485.doi: 10.1108/14777261211251535
Ferine, K. F., Aditia, R., & Rahmadana, M. F. (2021). An empirical study of leadership, organizational culture, conflict, and work ethic in determining work performance in Indonesia's education authority. Heliyon, 7(7), 1-9. doi:10.1016/j.heliyon.2021.e07698
Ghorbani.V, Khairandish, M. And Adnan Rad, A. (2017). Factors affecting the retention of knowledge employees, Quarterly Journal of Human Resource Management in the Oil Industry, No. 32, pp. 168-172. ]In Persian[
Haji Karimi, A. A., Rezaeian, A., Alam Tabriz, A. And Soltani, M. (2012). An intermediate model to explain the relationship between perceptions of organizational support, perceptions of organizational respect, and participation in decision-making with organizational commitment; Case study of faculty members of Tehran universities, Strategic Management Thought, No. 12, pp. PP. 177-200. ]In Persian .[
Horwitz, M., & Smith, D. A. (1998). Flexible work practices and human resource management: a comparison of South African and foreign owned companies. International Journal of Human Resource Management, 9(4), 590-607. doi:10.1080/095851998340919
Jyoti, J., & Asha, R. (2019). Role of burnout and mentoring between high performance work system and intention to leave: Moderated mediation model, Journal of Business Research, 98,166-176. doi:10.1016/ j.jbusres. 2018.12.068
Khaleghi, S.(1999). Systematic review of factors affecting job security of employees of the Ministry of Culture and Higher Education, Master Thesis, Faculty of Management, University of Tehran. ]In Persian[
Khayatian, M. S. Tabatabayan, S. H. Amiri, M and Eliassy, M. (2014). An Analysis of Factors Affecting the Growth and Sustainability of Knowledge-Based Companies in Iran, Quarterly Journal of Innovation and Value Creation, Vol. 3, No. 6, pp. 57-74. ]In Persian[
Masoudi Moraghi. M. And Ostovar, R. (2014). Investigating the Relationship between Ambiguity and Conflict of Role and Job Performance; PP. 8-16. ]In Persian[
Mehregan S. K.(2012). Investigating the relationship between the factors affecting the retirement of information and communication technology students in the Iranian mobile communication industry, using the methodology of fuzzy cognitive maps, Public Management Research, Fifth Year, Vol. 18, pp. 25-44. ]In Persian[ doi:10.22111/JMR.2013.999
Nadi, M. A, And Islami Harandi, Fa .(2015). Structural model of organizational justice, job satisfaction and organizational commitment with deviant behaviors of teachers in Isfahan, Quarterly Journal of New Approach in Educational Management, No. 4, pp. 59-83. ]In Persian[
Nikokar,Gh H, Soltani, M. R. and Niavand, A .(2013). Designing an Indigenous Model for Recognizing and Measuring the Organizational Culture of the Military and Law Enforcement Organizations of the Islamic Republic of Iran, Public Management, Vol 5, No 3, pp. 143-163. ]In Persian[ doi:10.22059/JIPA.2013.50084
Parsons, K. (2000). Environmental ergonomics: a review of principles, methods and models. Applied ergonomics, 31(6),pp.581-94. doi:10.1016/s0003-6870(00)00044-2
Paton, S. )2009).“Cutting through the confusion of contemporary work”, Journal of knowledge management,Vol.13,No.1,pp.88-97. doi:10.1108/ 13673270910931189
Patriota, D. (2009). Employee retention: An integrative view of Supportive Human Resource Practices and Perceived Organizational Support, Master Thesis, Management, Uppsala University, pp 1-33.
Rahman, W., & Nas, Z. (2013). Employee development and turnover intention: theor validation, European Journal of Training and Development, 37 (6), pp.564-579.doi:10.1108/EJTD-May-2012-0015
Rani,p & Reddy,B. (2015). key Talent Engagement & Retention.a case of software Industry.asian social science,11(3),pp.188-19.
Robbins, S. P .(2008), Organizational Behavior, translated by Ali Parsaiyan and Mohammad Arabi (2013), Tehran: Nobahar, 39 th edition, 1-460. ]In Persian[
Sahraei, M., Erfani, N., Shabani Bahar, Gh. R., Monsef, A., And Hossein Nejad, A. A .(2015).The Relationship between Empowerment and Perceived Organizational Support with Job Satisfaction of Physical Education Teachers in Hamadan, Organizational Behavior Management Studies in Sports, No. 2(6), pp. 83-91. ]In Persian[
Sarfarazi, B. E. Yaqubi, N. M. Mohammadi, M., And Jarrahi, J. (2020). Identifying the components of talent management with emphasis on the sustainability of knowledge resources using the meta-combined method, Quarterly Journal of Administrative Law, No. 8(25), pp. 161-184. ]In Persian[ doi:10.52547/qjal.8.25.161
Shivazad, A. H., Peasants, H., And Khashei, V. (2014). Relationship between knowledge management strategies and employee retention in knowledge-based companies, Master Thesis, Allameh Tabatabaei University - Faculty of Management and Accounting. ]In Persian[
Sinaei, H. A. (2004). Investigation of effective factors in causing stress and its role in the efficiency of a refinery staff, Journal of Humanities and Social Sciences, No. 12, pp. 61-86. ]In Persian[
Stone, D. L., Stone-Romero, E. F., & Lukaszewski, K.M. (2007). The impact of cultural values on the acceptance and effectiveness of human resources policies and practices, Human Resource Management Review, 17(2),pp.152–165. doi:10.1016/j.hrmr.2007.04.003
Tavakoli Nejad, H., Jazani, N., Memarzadeh Tehran, Gh, And Afshar Kazemi, M. A. (2016). Identifying and prioritizing the effective factors in employee retention, Journal of Human Resource Management Research, Year 8, No. 4,pp. 155-185. ]In Persian[
Teymouri, H., Shahin, A., Shaemi Barzaki, A., Karimi, A .(2018). Model of Compensation System for Meritorious Services of Employees, Quarterly Journal of Management Studies (Improvement and Transformation), No. 27(90), pp. 115-140. ]In Persian [doi:10.22054/jmsd.2019.9398
Zamani, M. (2014). The Relationship between Transformational Leadership and Organizational Innovation, Master Thesis, Islamic Azad University, Qeshm. ]In Persian[
Zimdars,A. (2007). Challenges to Meritocracy, A Study of the Social Mechanisms in Student Selection and Attainment at the University of Oxford, thesis for degree of PhD, in Economic and Social Research Council,NewCollege .
