توسعه کارکنان و تمایل به ترک‌خدمت داوطلبانه با نقش میانجی قابلیت‌استخدام

نوع مقاله: مقاله پژوهشی

نویسندگان

1 دانشیار گروه مدیریت منابع انسانی و کسب و کار، دانشکده مدیریت، دانشگاه خوارزمی، تهران، ایران.

2 دانشجوی دکتری مدیریت دولتی گرایش منابع انسانی دانشکده مدیریت دانشگاه خوارزمی تهران ایران

چکیده

سازمان­ها برای توسعه کارکنان خود از راه­های متفاوتی استفاده می­کنند؛ البته لازم به ذکر است، اقدامات توسعه­ای صرفاً به آموزش منتهی نمی­شوند. بدین‌منظور، هدف از پژوهش حاضر، بررسی تأثیر اقدامات توسعه­ای کارکنان بر تمایل به ترک‌خدمت داوطلبانه است که قابلیت‌استخدام می­تواند این تأثیر را تقویت یا تضعیف نماید. روش پژوهش، توصیفی- پیمایشی است و جامعه آماری آن را کلیه کارکنان اعم از دولتی و خصوصی تشکیل می­دهند. به‌منظور گردآوری داده­ها از پرسشنامه­های دستی و الکترونیکی استفاده شده است. باتوجه‌به نامحدودبودن جامعه آماری تعداد 380 پرسشنامه توزیع شد. تعداد 207 پرسشنامه معتبر با استفاده از مدل­سازی معادلات ساختاری و نرم‌افزارهای SPSS  و SMART PLS  مورد تجزیه‌وتحلیل قرار گرفت. اقدامات توسعه­ای، هرکدام اثرات متفاوت و معنی‌داری بر قابلیت‌استخدام درونی و بیرونی دارند. افزون‌براین، قابلیت‌استخدام بیرونی، تأثیر بیشتری بر تمایل به ترک‌خدمت داوطلبانه نسبت به قابلیت‌استخدام درونی دارد. مدیرانی که از توسعه کارکنان خود هراسان هستند، بهتر است بر آموزش، سوابق شغلی و استقلال کارمند توجه داشته باشند؛ زیرا این اقدامات توسعه­ای کم‌تر به ترک‌خدمت منجر می­شوند تا زمانی‌که اقدامات توسعه­ای متوجه گردش شغلی، غنی­سازی شغلی و مأموریت شغلی باشد.

کلیدواژه‌ها

موضوعات


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