Figure - available from: Administrative Sciences
This content is subject to copyright.
Source publication
This paper explores the holistic context of workforce retention. The global labour shortages in developed countries have made employers realise that in a world of scarce resources, employee wellbeing and retention are key factors in competitiveness. The aim of the research is to create a model to identify the key determinants of employee well-being...
Similar publications
Employee retention is a critical aspect of organizational success in today's competitive business environment. This study presents a quantitative research methodology aimed at investigating employee retention, focusing on two primary objectives. Firstly, it seeks to identify the root causes of high turnover rates within an organization, including f...
Citations
... Lebih lanjut, penerapan kebijakan SDM yang berfokus pada kesejahteraan anggota sangat penting untuk meningkatkan motivasi dan produktivitas dalam organisasi sosial. Studi yang dilakukan oleh Gelencsér et al, (2023) menunjukkan bahwa organisasi yang memperhatikan kesejahteraan karyawan atau anggota memiliki tingkat retensi yang lebih tinggi dan kinerja yang lebih baik. Dalam konteks organisasi sosial, kebijakan kesejahteraan dapat mencakup insentif non-finansial, fleksibilitas kerja, serta dukungan psikologis bagi anggota dan relawan. ...
Manajemen Sumber Daya Manusia (SDM) memiliki peran penting dalam meningkatkan kinerja organisasi sosial serta kesejahteraan anggotanya. Pengelola organisasi sosial sering kali menghadapi tantangan dalam mengelola SDM, seperti keterbatasan sumber daya, kurangnya pelatihan, serta kurangnya strategi pengelolaan yang efektif. Penelitian ini bertujuan untuk menganalisis pentingnya edukasi manajemen SDM bagi pengelola organisasi sosial guna meningkatkan kinerja dan kesejahteraan anggota. Dengan menggunakan metode tinjauan literatur dan pendekatan pengabdian kepada masyarakat, penelitian ini mengkaji berbagai teori dan temuan empiris terkait strategi pengelolaan SDM dalam organisasi sosial serta mengimplementasikan program pelatihan berbasis komunitas. Implementasi kebijakan SDM yang berbasis kesejahteraan anggota juga berkontribusi pada peningkatan motivasi dan loyalitas dalam organisasi sosial. Oleh karena itu, diperlukan pendekatan edukasi yang sistematis dan berkelanjutan melalui sinergi antara penelitian dan pengabdian kepada masyarakat agar organisasi sosial dapat berkembang secara optimal dan memberikan dampak positif yang lebih luas.
... Tims and Bakker [64] argue that balancing job demands with adequate support helps organizations retain their workforce and nurture commitment. Conversely, increased workloads without sufficient resources erode job satisfaction and overall well-being [65][66][67]. Bowling et al. [66] highlight the long-term effects of high-intensity work, including sleep disorders, anxiety, and reduced performance. Despite these insights, few studies critically evaluate the thresholds at which job demands outweigh the buffering effects of intrinsic job resources. ...
... The measures for the investigated variables and the questionnaire items were adapted from established scales used in prior research (Table 2). These studies examined the impact of various work environment elements on employee well-being [1,21,27,36,50,54,65,, providing a robust foundation for developing the survey instrument. This approach ensured the reliability and validity of the measures while aligning them with the study's theoretical framework. ...
... Source: developed by the authors based on [1,21,27,36,50,54,65,69,[71][72][73][74][75][76][77][78][79]. ...
In recent years, researchers and organizations have increasingly focused on understanding how various aspects of the work environment affect employees’ well-being, acknowledging its critical influence on organizational performance and employee satisfaction. This study aims to evaluate the effects of the work environment on employees’ well-being, paying attention to the physical and social dimensions, organizational job characteristics, intrinsic job factors, and employees’ perspectives on their roles. The research used a survey to collect data from Romanian employees across diverse sectors. Structural equation modeling enabled analysis of the relationships between these variables and their direct or indirect influence on well-being. The results demonstrate that the work environment’s physical and social aspects, intrinsic job characteristics, and future perspectives significantly contribute to employees’ well-being. Key organizational factors, such as job autonomy and managerial support, enhance work experience. The findings indicate that enhancing workplace conditions and relationships can positively affect employees’ well-being, with broader implications for organizational productivity and employee retention. This study emphasizes the need for a comprehensive approach to workplace design, integrating physical and social elements to promote higher levels of employee engagement.
... Bloc 1 : Le CGS Le CGS repose sur l'idée que les variables sociales, comme le bien-être et l'engagement des employés, doivent être intégrées dans les mécanismes de gestion pour améliorer la performance globale (Olatoye & al., 2023 ;Priya & al., 2023). Plusieurs études ont mis en évidence l'impact du bien-être au travail sur la productivité, notamment en réduisant l'absentéisme et en augmentant la rétention des talents (Gelencsér & al., 2023 ;Rubio-Andrés & al., 2022 ;Ryan & Deci., 2000). De plus, l'engagement des employés est un prédicteur clé des performances à long terme, car il augmente la motivation intrinsèque à atteindre les objectifs organisationnels (Gupta & Sharma, 2016 ;Hoxha & Ramadani, 2024 ;Khan & Iqbal, 2013). ...
... Ce processus inclut non seulement la productivité et la rétention des talents, mais aussi l'innovation et la capacité des employés à s'adapter aux objectifs de l'entreprise. (Gelencsér & al., 2023 ;Prokopenko & Zhosan, 2023 ;Rubio-Andrés & al., 2022). ...
Cet article présente un modèle conceptuel intégratif pour optimiser le management de la performance organisationnelle en s'appuyant sur deux dimensions explicatives principales : le contrôle de gestion social et les systèmes d'information des ressources humaines (SIRH). Bien que la recherche sur la performance organisationnelle soit abondante, les interactions entre les dimensions technologique et humaine demeurent peu explorées. Ce cadre repose sur des théories liées à la gestion de la performance, l’automatisation des processus RH, et la gestion du bien-être et de l'engagement des employés. L’étude analyse l’influence conjointe du contrôle de gestion social et des SIRH sur deux éléments clés : la productivité organisationnelle et la rétention des talents. Basée sur une revue approfondie de la littérature, elle montre que l’automatisation des processus RH et le suivi des performances, tout en améliorant l’efficacité, doivent être complétés par des pratiques sociales favorisant l’engagement des employés pour garantir une performance optimale. En conclusion, l’article propose une intégration harmonieuse des outils technologiques et des pratiques sociales, tout en soulignant le besoin de recherches empiriques pour valider ces résultats.
... The first independent variable is career development with indicators: dedication, commitment, enthusiasm, and learning (Sepahvand & Khodashahri, 2021). The second independent variable is the welfare program with indicators: salary, supervision, colleagues, and communication (Gelencsér et al., 2023). And the dependent variable is employee retention with indicators: working conditions, vision and mission, work attitude, and work assessment (Chatzoudes & Chatzoglou, 2022). ...
Employee retention is an important issue for manufacturing companies, especially in the face of a shortage of qualified workers. The company's ability to retain potential employees is crucial, because retaining competent employees is more effective than looking for new employees. Career development and employee well-being programs are considered important factors in increasing loyalty and job satisfaction, which in turn can reduce employee turnover rates. This study aims to examine the influence of career development and welfare programs on employee retention in manufacturing companies. The research method used was qualitative with a purposive sampling approach, involving 60 respondents who worked for more than two years. The variables studied included career development (dedication, commitment, passion, and learning) as well as welfare programs (salary, supervision, co-workers, and communication), which were associated with employee retention (working conditions, vision and mission, work attitudes, and work assessments). The results of the study show that clear career development and supportive wellbeing programs significantly increase employee commitment, loyalty, and retention. The practical implications of these findings are the importance of companies offering appropriate career development opportunities and adequate wellbeing programs to create a productive work environment and high employee loyalty.
... In other words, labor market participants make decisions related to wages based on real wages, not nominal wages. Individuals are more concerned with how much they can actually buy with their wages, rather than just the numerical amount they are paid (Gelencsé r et al., 2023). The Phillips curve supplemented with such expectations shows that in the long run, there is no correlation between the dynamics of inflation and the movement of the unemployment rate, only in the short term. ...
The impact of inflation on the economy cannot be ignored as it can affect it either positively or negatively. This is because inflation has a broad impact on the macroeconomy, such as economic growth, competitiveness and the distribution of wealth. Therefore, the way in which it is measured also requires particular attention. Our hypothesis is that the weights of the consumer baskets measuring inflation in the Central European countries (Visegrad countries: Poland, Slovakia, Czech Republic and Hungary) change dynamically under the influence of modern causes of inflation and we assume that the composition of the inflation baskets moves together due to the similar economic environment. The Visegrad countries (V4), consisting of Poland, Hungary, Czechia, and Slovakia, were selected for this study due to their unique position as a loose economic and political alliance within the European Union. While geographically close, these countries have different economic structures and policy responses, making them an interesting case for comparative analysis. Despite their proximity, it cannot be assumed that inflationary trends will develop similarly across these nations. This underexplored region presents an opportunity to examine how diverse macroeco-nomic factors shape inflation, adding valuable insights to the existing literature. In this study, we do not focus on comparing overall inflation trends between countries, but rather on examining the trends in the changes within the inflation baskets. The aim is to analyze how the composition of goods and services contributing to inflation shifts over time in each country, rather than simply looking at inflation rates. This approach allows us to explore deeper insights into the specific components driving inflationary pressures in the Visegrad countries, highlighting how the importance of certain goods and services evolves within the inflation basket across different economic environments. The weights of the consumer baskets measuring inflation are taken from the Inter-national Monetary Fund 2012–2022 data. We used the Kruskal-Wallis test to determine whether there are statistically significant differences between countries’ consumer basket weights. Our results suggest that the inflation baskets of the four countries do not move significantly together, so there are significant differences in consumption patterns across nations regardless of geographical proximity. Also, contrary to our preliminary expectations, global megatrends such as demographic change, digitalisation and climate change have not yet had a significant impact on the weightings in the consumption baskets of the V4 countries. Therefore, these will require increased attention and preparation in the near future, as even if prices remain unchanged, measured inflation could change significantly across countries as weights shift.
... Más aún, cuando los profesionales entregan una mayor atención al ambiente laboral (Salazar Marmolejo, 2019), las organizaciones analizan activamente la característica en función de la sostenibilidad empresarial de largo plazo (Alzaid & Dukhaykh, 2023). Donde el aumento del compromiso de los empleados y la reducción de la rotación no se pueden lograr sin estrategias y medidas corporativas que apunten a la retención (Gelencsér, Szabó-Szentgróti, Sándor Komüves, & Hollósy-Vadász, 2023). ...
... Respecto de la dimensión física, se tiene que, dentro del apoyo y liderazgo de equipo, la retroalimentación de desempeño es importante para la validación del empleado, además de considerar, que el liderazgo inspira a los empleados a seguir en la organización (Wise & Rojas-Mendizabal, 2018). Sumado a esto, las iniciativas de gestión de carrera deben llevar a cabo estrategias diferentes para empleados antiguos y jóvenes, porque, sus prioridades son diferentes, por lo que la planificación de la carrera, el avance de la carrera y el desarrollo de trayectorias profesionales adecuadas son de interés tanto para los empleadores como para los empleados (Gelencsér, Szabó-Szentgróti, Sándor Komüves, & Hollósy-Vadász, 2023;Kanchana & Jayathilaka, 2023). ...
Este artículo tiene como objetivo entregar argumentos teóricos y conceptuales respecto de la rotación y retención de los profesionales, específicamente en el caso del Contador Público y Auditor, a partir de la revisión sistemática y análisis de literatura especializada. Se analiza la relevancia de esta problemática organizacional en el ámbito internacional dentro de las Firmas que ofrecen servicios de contabilidad, consultoría y auditoría. Se explica el modelo de retención de Baruah & Das (2013) destacando los aspectos y dimensiones más relevantes, y se discute como estos factores impactan directamente en la retención y rotación de personal. Se concluye que estos elementos pueden ser aplicados en estudios futuros sobre las Firmas de Auditoría, describiendo como dichos factores moldean la retención y satisfacción laboral.
... A munkaerő-megtartás napjaink egyik kulcs menedzsment tényezője a gyorsan változó és egyre komplexebb gazdasági környezetben, mivel a munkaerő, főleg a szakértő munkaerő megszerzése, kiképzése, illetve az általa előállított gazdasági teljesítmény olyan költséggel és értékkel bír, amelyet egyik felelősen gazdálkodó szervezet sem hagyhat figyelmen kívül, nem is beszélve az elvesztéséből fakadó veszteségekről (Tian et al., 2020). A jó munkaerő ebből a szempontból egy intenzív piaci környezetben fenntartható versenyelőnnyel bír, és ezért az eltávozó munkatársak kezelése a mai idők egyik legnagyobb szervezeti kihívásai közé tartozik (Gelencsér et al., 2023;Kamalaveni et al., 2019). ...
... Több kutató és tudományos műhely foglalkozik a munkaerő-megtartás jelenségének a felmérésével, és igyekeznek meghatározni, illetve rámutatni azokra a vezetési-szervezési funkciókra, amelyek elősegítik a munkaerő szervezetnél történő maradását (Choi, 2020;Csutorás, 2022;Dajnoki, & Héder, 2017;Gelencsér et al., 2023;Károly et al., 2019;Keller et al., 2020;Russell et al., 2021;van Hoek et al., 2002). Az egyik általánossá váló felfogás szerint a munkavállalói elégedettség az alapja a dolgozók megtartásának, mert az elégedett és ezáltal a szervezete és/vagy munkaköre felé elkötelezett munkavállaló nemcsak jobb teljesítményt nyújt a szervezetben, hanem kisebb hajlandóságot is mutat a távozás iránt (Gelencsér et al., 2024;Naz et al., 2020;Tian et al., 2020). ...
... Kim és munkatársai a CSR munkaerő-megtartásra vonatkozó hatásait vizsgáló tanulmányukban is a szervezeti azonosulás (Organisational Identification -OI) szerepét emelték ki, amely erősíti a munkavállaló munkahelyi életminőségét (Quality-of-Work life), az pedig a munkahelyi elégedettségét (Kim et al., 2020). Érdekes módon a monetáris ösztönzők több kutatás esetében is egyértelmű indifferenciát mutattak a munkaerő-megtartással való kapcsolatban (Choi, 2020;Gelencsér et al., 2023;Russell et al., 2021). Russel és munkatársai (2021) kerekperec kimondják, hogy a pénzügyi értékekkel való megtartási szándék nem működik, ráadásul a foglalkoztathatósági paradoxon (Employability Paradox) kockázata is megnő, miszerint a fejlesztett munkaerő versenyképes munkaerőpiaci jellege növeli annak távozási szándék kockázatát is (Baranchenko et al., 2020;Choi, 2020). ...
Az idősödő szakképzett munkaerő, a mesterséges intelligencia és a digitalizáció térnyeréséből adódó üzleti szerkezetváltás, a kivándorlás – mind-mind olyan körülmény, amely veszélyezteti a gazdálkodó vállalat munkaerejét és a munkahelyi közösséget. A munkaerő eltávozása jelentős materiális és nem materiális költséget is terhel az adott vállalatra. Evidens válasz a probléma kiküszöbölésére a munkaerő megtartása, ezért kutatásunkban arra a kérdésre akarunk választ kapni, hogy az emberközpontú modellek milyen kapcsolatban vannak a munkaerő-megtartás irodalma szerinti megtartó tényezőkkel. A tanulmányunkban a Web of Science tudományos adatbázisban elérhető, a legutóbbi öt évben készült, a munkaerő-megtartás (workforce retention és employee retention) keresőszavakra megjelenő olyan kutatásokat használtunk, amelyekre legalább 20 hivatkozás érkezett. Az így leszűrt munkaerő-megtartási tényezőket pedig összevetettük két emberközpontú vezetési stílus beosztottakra ható tényezőinek kapcsolatával. A tanulmány során elvégzett irodalomkutatás, majd az összehasonlító elemzés bemutatja, hogy érdemes a munkaerő-megtartás céljából ezen emberközpontú vezetési stílusokat alkalmazni, mivel jelentős mértékben javítják a beosztottak azon inter- és intraperszonális jellemzőit, amelyek elkötelezetté teszik őket a munkahelyen való maradáshoz.
... In Europe, limited study is available regarding this topic. However, Szabó-Szentgróti et al. (2023) proposed a similar model for Hungary, while Hopalı (2023) examined customer attitudes in Turkey. ...
... For the analysis of the research model, we used the structural equation modelling (SEM) method, which has a wide range of applications in scientific articles (Alavi, 2013;Memon & Rahman, 2013;Zhu et al., 2019;Wei, 2021;Gelencsér et al., 2023;Ton et al., 2022b;D'souza et al., 2021;Lieonov et al., 2022). Our PLS-SEM (partial least squares-structural equation modelling) method is suited for the study of technology acceptance and is a widely used statistical tool by researchers (Lowry & Gaskin, 2014;Alalwan et al., 2017;Indrawati & Putri, 2018;Ameri et al., 2020;Tseng et al., 2022;Kilani et al., 2023;Stočes et al., 2023;Szabó-Szentgróti et al., 2023b). ...
Objective: The objective of the article is to examine the technology acceptance of unmanned, cashierless technology. Since 2015, several startups have developed a new technology innovation called unmanned, cash-ierless technology, which has been steadily spreading globally over the past nine years. This study presents an analysis of user acceptance of this innovation among students in higher education institutions in Croatia.Research Design & Methods: We examined factors influencing attitudes towards cashless transactions within the framework of the unified theory of technology acceptance and use (UTAUT2). We developed seven hypotheses based on previous literature and research models. We conducted the research through an online survey of Croatian students (n=406). We applied variance-based structural equitation modelling (PLS-SEM) to analyse the primary database.Findings: The new trend in smart retail could help retailers to find a new way to improve their competitiveness. Based on our results, most UTAUT2 predictors such as performance expectancy, effort expectancy, social in-fluence, hedonic motivation, and price sensitivity significantly influence behavioural intention.Implications & Recommendations: This study offers implications for existing research on the new technology acceptance and contributes to relevant literature on customer behaviour. Given the importance of customer per-ception to improve business performance, the current study has some implications for marketers and retailers.Contribution & Value Added: Investigating the adoption of unmanned, cashless technology, particularly among Generation Z, is an important and actual topic. This research can guide stakeholders and policymakers who are planning to introduce this cashierless technology. Based on the factors analysed, we can identify important and less important factors influencing consumers’ intentions. In this way, we can identify certain preferences of the target group analysed and use it as a basis for targeting them (e.g., in a campaign) when opening new stores
... Factors such as skill gaps, employer branding, and employee retention are the critical factors that suggestively impact IT employment during economic insecurity. Economic fluctuation certainly worsens existing skill deficiencies in the IT sector (Gelencsér et al., 2023). As with the growing use of technology, businesses may find it stimulating to locate applicants with the essential skills specifically in extents such as cyber security, data analytics, and cloud automation. ...
The unpredictable characteristics of the world economy pose special difficulties for the Information Technology (IT) industry, especially in hiring and managing talent. This thesis examines the complex connection between economic uncertainty and IT recruitment, focusing specifically on remote work and the gig economy trends. This study provides information on how changes in economic conditions impact hiring strategies, workforce distribution, and talent demand, giving insights into IT recruitment dynamics during periods of economic downturns and growth.
The study shows that during economic slumps, hiring budgets decrease, more contract roles are offered, and competition for top talent rises, while during economic upturns, skill shortages in fields like cybersecurity and data analytics worsen. The evolution of remote work and gig economy has revolutionized traditional recruitment methods, allowing companies to tap into a larger talent pool and cut down on costs. Nevertheless, these models bring about fresh difficulties concerning employee involvement, preservation, and adherence to regulations.
This thesis suggests a variety of adaptive strategies to deal with these complexities, such as utilizing flexible workforce models, improving employer branding, and incorporating data-driven decision making into recruitment procedures. Moreover, it emphasizes the significance of flexibility in IT hiring, promoting the use of cutting-edge technologies, remote work guidelines, and the establishment of a strong talent pool to uphold organizational adaptability. The results offer practical suggestions for IT companies to improve their hiring strategies due to economic instability and the increasing popularity of remote work and gig economy models, ultimately guaranteeing continued growth and competitiveness
... Keandalan dan validitas model pengukuran dinilai dengan Cronbach's alpha dan Composite Reliability (CR), dengan nilai di atas 0,70 dianggap dapat diterima (Henseler et al., 2015). Validitas konvergen dikonfirmasi dengan Average Variance Extracted (AVE) sebesar 0,50 atau lebih tinggi, sementara validitas diskriminan diverifikasi dengan memastikan akar kuadrat dari AVE melebihi korelasi dengan konstruk lainnya (Gelencsér et al., 2023). Untuk model struktural, signifikansi koefisien jalur diuji melalui bootstrapping dengan 5.000 sub-sampel, dengan t-statistik di atas 1,96 yang mengindikasikan signifikansi pada tingkat kepercayaan 95% (Hair et al., 2019). ...
This study was conducted to determine the effect of intellectual capital and government support on competitive advantage and its implications on the performance of MSMEs in the food and beverage processing industry in West Java. In a sample of 250 MSMEs, this study used Structural Equation Modeling - Partial Least Squares (SEM-PLS) version 3 to analyze the data. The results showed that intellectual capital and government support significantly increased competitive advantage, which positively affected MSME performance. Intellectual capital also directly affected MSME performance, with government support showing an indirect effect through competitive advantage. These findings emphasize the importance of leveraging intellectual capital and accessing government support to improve the industry's competitive advantage and overall MSME performance.
