نوع مقاله : مقاله پژوهشی
نویسندگان
1 دانشیار، گروه مدیریت بازرگانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.
2 استادیار، گروه مدیریت بازرگانی، دانشکده مدیریت و حسابداری، دانشکدگان فارابی، دانشگاه تهران، تهران، ایران.
3 کارشناس ارشد، گروه مدیریت بازرگانی، دانشکده مدیریت، دانشگاه تهران، تهران، ایران.
چکیده
کلیدواژه‌ها
موضوعات
عنوان مقاله [English]
نویسندگان [English]
Objective
Maintenance Involves looking after staff well-being, health and safety, effectively managing communications and complying with legal responsibilities. HR maintenance is the process of designing safety, medical care plans, and welfare actions for employees. It works to meet employees' tangible and intangible needs and expectations that naturally vary from one organization to another, which in turn enhances job commitment. Most of the research conducted in the field of human resource maintenance has pointed to internal organizational factors that make employees stay in the organization, but few researches have examined the impact of non-work relationships on the work environment. This research has been conducted to develop a model for maintaining human resources in media organizations, which has investigated the effect of non-work factors as well as work factors on the intention of employees to leave the service.
Research Methodology
The statistical population of the research included the news staff of the Broadcasting Organization. Philosophically, this research is positivist, comparative in terms of approach, survey in terms of strategy, and in terms of method selection, it is somewhat single-method and in terms of time horizon, single-section. The data collection tool is also a standard questionnaire taken from the research literature. A 15-minute pen-and-paper survey was conducted in a face-to-face strategy to collect data from the news staff of the Islamic Republic of Iran Broadcasting using a convenience sampling plan. The sample size was determined based on the Morgan table and was considered equal to 127, and to analyze the data from the questionnaire, the structural equation modelling technique with the partial least squares approach was used.
Findings
The results of the research hypothesis test are as follows: family ties have a significant and direct effect on social cohesion. In social integration, it has a significant and opposite effect on the intention to leave society. The intention to leave society has a significant and direct effect on the intention to leave the service. Organizational intertwining has a significant and opposite effect on leaving the service. In addition, the hypothesis related to the effect of friendship ties on social entanglement among the news staff of Islamic Republic of Iran Broadcasting was not confirmed. The variables of employees' gender, employment status of employees' spouses, home ownership status, and length of stay of news department employees of the Islamic Republic of Iran Broadcasting Organization were considered as moderator variables. According to the results, these variables do not moderate the relationship between social entanglement and intention to leave society. Therefore, there is no difference between female news workers and male news workers in their entanglement, and the same for the job status of the employees' spouses. That is, it cannot be said that employees whose spouses are employees are more intertwined with society and are less likely to leave society. Based on the obtained results, the state of home ownership is similar to other moderator variables. In the sense that there is no difference between those who own houses and those who are tenants in their social entanglement. In other words, it cannot be claimed that the employees who own a house are more intertwined with their society and are more likely to leave the society and ultimately leave the organization.
Discussion & Conclusion
The majority of studies carried out in the field of measuring intra-occupational factors or organizational entanglement and extra-occupational factors or both factors leading to displacement have been carried out on employees who were not known as employees of creative industries. Therefore, in the present study, a model was presented and tested to analyze the factors affecting the intention to leave the service of employees of creative industries. The results of this research were aligned with some of the previous research results and inconsistent with others, and the reasons for achieving such results have been discussed in detail. The media industry is known for its high turnover rates, making it essential for HR departments to work hard to retain top talent. HR should create a positive work culture that promotes work-life balance, job satisfaction, and employee engagement. Broadcast media organizations should also provide competitive compensation packages and benefits to attract and retain top talent. HR departments should conduct regular employee surveys to get feedback from employees and identify areas where improvements can be made. Finally, HR departments should also have a succession plan in place. Succession planning ensures that the organization is prepared for any changes in key positions. It also ensures that employees are aware of their career progression opportunities, which can increase employee retention rates
کلیدواژه‌ها [English]
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