Future of Medical Education Journal

Future of Medical Education Journal

Designing a Retention Model of Human Capital with an Organizational Support Approach in Mashhad University of Medical Sciences (Qualitative Approach)

Document Type : Original Article

Authors
Mahshid Mojtahedi 1
NaziaSadat Naseri 2
Farideh Hashemian Nejad 2
Fatemeh Heshmati Nabavi 3
1 PhD student, Department of Educational Sciences, Mashhad Branch, Islamic Azad University, Mashhad, Iran
2 Department of Educational Sciences, Mashhad Branch, Islamic Azad University, Mashhad, Iran
3 Department of Nursing, School of Nursing and Midwifery, Mashhad University of Medical Sciences, Mashhad, Iran
10.22038/fmej.2020.48073.1328
Abstract
Background: Designing a model based on human capital retention with an organizational support approach is one strategic issue for university staff. Therefore, the aim of this study is to identify the effective components to design a model for human capital retention with an organizational support approach in Mashhad University of Medical Sciences.
Methods: The present study is in the category of developmental-applied research and was conducted by Delphi method in 2018-2019. A total of 32 experts, including specialists and faculty members of Mashhad University of Medical Sciences were selected by purposive sampling method. At first, the dimensions and components related to the retention of human capital and organizational support were obtained through extensive review of databases and research background. Then through several sessions, the dimensions and components were codified in three rounds based on the consensus of the members.
Results: The suitable model for the human capital retention with an organizational support approach was finalized with 8 dimensions and 53 components. These factors included personal, organizational, job-motivational, environmental, organizational activities, job properties, organizational justice, and job stress dimensions. Results of Cohen's Kappa Coefficient for identified factors was 0.78 for the second phase of Delphi technique and 0.86 for the third phase of Delphi, which indicates a strong and acceptable agreement of panel members in relation to the factors of the conceptual model of research.
Conclusion: According to the findings of the implementation of three stages of Delphi technique, the effective factors identified for the human capital retention with an organizational support approach in Mashhad University of Medical Sciences are eight factors which were mentioned above, and through explaining their current status, an effective step can be considered in this prominent university in Iran, and also its results can be used for other medical universities in the country.
Keywords
Organizational Support
Delphi Technique
University
Qualitative Research
Human Capital
  1. Jiang K, Liu D, McKay PF, Lee TW, Mitchell TR. When and how is job embeddedness predictive of turnover? A meta-analytic investigation. The Journal of Applied Psychology. 2012; 97(5):1077-96.
  2. Gol Sanam Lou Y. Structural modeling of predictors of the tendency of teachers of education in West Azerbaijan province [PhD thesis]. Urmia: Urmia University; 2016. Persian.
  3. Chen CF. Job satisfaction, organizational commitment and flight attendants’ turnover intentions: a note. J Air Transp Manag. 2006; 12(5): 274-76.
  4. Markowitz GA. Faculty intent to stay and the perceived relationship with supervisor at a career-focused university [thesis]. Miami: University of Miami; 2012.
  5. Mitchell TR, Holtom BC, Lee TW, Sablynski CJ, Erez M. Why people stay: using job embeddedness construct to predict Voluntary turnover. Academy of Management Journal. 2001; 44(6): 1102-21.
  6. Eisenberger R, Huntington R, Hutchison S, Sowa D. Perceived organizational support. Journal of Applied psychology. 1986; 71(3), 500-07.
  7. Holtom BC. Job embeddedness, employee commitment, and related constructs. Handbook of Employee Commitment. Cheltenham, UK: Elgar, 2016: 90-105.
  8. Safarpour Dehkordi S, Jafari P, Ghorchian NG. The role of organizational support, service leadership and organizational identity in predicting job enthusiasm of faculty members of Islamic Azad University of Fars Province. Quarterly Journal of Leadership and Educational Management. 2018; 12 (1): 99-113. Persian.
  9. Soltaninejad N, Rashid AA, Khanifar H. The effect of psychological empowerment and organizational support on improving the job performance of employees of the General Department of Cooperatives, Labor and Social Welfare of Kerman Province. Journal of Cooperatives and Agriculture. 2018; 7(26): 157-84. Persian.
  10. Taghizadeh Yazdi M, Tahmasbi R, Imamate M, Dehghan A. Identification and Ranking of Effective Factors on Talent Attraction and Maintain Using Analytic Hierarchy Process Approach (Case study: University of Tehran). Organizational Culture Management. 2018; 16(1): 89-115. Persian.
  11. Sleiderink DEM. Talent management in health care: Identifying and retaining talent at Medisch Spectrum Twente [thesis]. Twente: University of Twente; 2012.
  12. Liu JY, Yang JP, Yang Y, Liu YH. The relationships among perceived organizational support, intention to remain, career success and self-esteem in Chinese male nurses. Int J Nurs Sci .2015; 2(4): 389-93.
  13. Edwards MR, Peccei R. Perceived Organizational Support, Organizational Identification, and Employee Outcomes Testing a Simultaneous Multifoci Model. Journal of Personnel Psychology. 2010; 9(1):17-26.
  14. Rezaeian MR. Factors related to the permanence of human resources. [thesis]. Tehran: Payame Noor University of Tehran Province; 2011. Persian.
  15. Afjei SAA, Yazdanshenas M, Zargaran Khouzani F. Explaining the Pattern for Perceived Organizational Support Impact. Management Studies in Development & Evolution. 2019; 28(91): 87-118. Persian.
  16. Mohseni M. Presenting a model of the factors affecting the Faculty Members' retention in Yazd University: mixed approach of multiple-attribute decision making and interpretive structural modelling [thesis]. Yazd: Yazd University; 2015. Persian.
  17. Gholipour R, Amiri AN, Mehdizadeh MR, Zamanifar M. Identify the Factors Influencing the Turnover of Knowledge Workers. Organizational culture management. 2013; 11(2): 133-61. Persian.
  18. Haverdink LB. The Influence of Nurse Faculty Job Satisfaction on Intent to Stay in Academe: A Qualitative Explanatory Single Case Study [thesis]. Arizona: Grand Canyon University; 2018.
  19. Pourshahabi V, Pourkiani M, Zayande Roodi M, Sheikhie A. Presenting a native model for promoting the development level of Sistan and Baluchestan province with sustainable development approach. General Management Researches. 2017; 10(38): 117-43. Persian.
  20. Ghamari A, Zainabadi HR, Arasteh HR, Behrangi MR. Organizational productivity by retaining human resources talents: Presenting a model (Case study: National Iranian Gas Company). Journal of Economics and Urban Management. 2018; 6: 67-80. Persian.
  21. Ghazizadeh M, Amanee J, Karimi Khosro H. Employee Retention: An Investigation on the Influencing Factors. Daneshvar. 2008; 6(29): 29-40. Persian.
  22. Almasi D. Investigating the factors affecting the organizational permanence of employees in Bandar Abbas Oil Refining Company [thesis]. Hormozgan: Payame Noor University of Hormozgan Province; 2015. Persian.
Future of Medical Education Journal
Volume 10, Issue 4
Autumn 2020
Pages 32-41