Designing and explaining the model of knowledge workers’ retention with emphasis on HRM practices

Abstract

This study identifies the relationship between human resource management practices and job satisfaction, organizational commitment, trust in management and intention to stay of knowledge workers and to investigate the predictability of their intent to stay with HRM practices through the intermediary variables of job satisfaction, organizational commitment and trust in management in surveyed organizations. Standard questionnaires are used to measure the variables. In addition, to gather data, stratified random sampling of faculty members in colleges and higher education institutions in South Khorasan province of Iran, was accomplished. The results obtained in method of path analysis with AMOS software show that HRM practices including the development of skills, compensation, opportunity to participate, organizational support and procedural justice are able to anticipate intend to stay through job satisfaction, organizational commitment and trust in management. Among them, organizational support has a direct effect and the strongest indirect effect on the intention to stay of knowledge workers.

Keywords

• Knowledge workers
• Intent to stay
• Retention
• HRM practices