Purpose

This study aims to explore talent retention in knowledge-intensive industries by investigating the mediating processes between the existence and application of human resource management (HRM) and employee turnover. Toward this end, drawing on the conservation of resources and job demands–resources theories, a three-dimensional model is examined, which includes the relationship between HRM, knowledge management (KM) and change management (CM), as well as their relationship with employee engagement and employee turnover intention.

Design/methodology/approach

The proposed research model has been studied with a sample of 168 talented employees in over six European countries, using a quantitative approach, involving the structural equation modeling method. All data were gathered by a multidimensional questionnaire via prolific, an academic crowdsourcing platform.

Findings

Results indicated that knowledge-intensive services firms may achieve higher talent retention through the interaction of HRM with KM and CM practices, which may lead to enhanced employee engagement.

Research limitations/implications

Possible limitations of the study include the relatively small sample size, the self-rate questions for the collection of data and the use of cross-sectional data.

Practical implications

To retain their talented employees, organizations should identify ways to improve their HRM, CM and KM practices. In addition, HR practitioners ought to include their talented employees in all organizational change and KM processes and create mechanisms that successfully support knowledge acquisition, creation, sharing, retention and codification.

Originality/value

To the best of the authors’ knowledge, this is the first study to examine various factors of retaining talented employees in knowledge-intensive services. Furthermore, the study took place in six European countries, i.e. UK, Poland, Italy, Germany, Portugal and Greece, where the research on talent retention is very limited.

中文翻译：

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留住知识密集型服务人才：通过人力资源、知识和变革管理提高员工敬业度

目的

本研究旨在通过调查人力资源管理（HRM）的存在和应用与员工流动率之间的中介过程，探讨知识密集型行业的人才保留。为此，借鉴资源节约和工作需求——资源理论，构建了一个三维模型，包括人力资源管理、知识管理（KM）和变革管理（CM）之间的关系，以及它们与组织的关系。员工敬业度和员工流动意愿。

设计/方法论/途径

所提出的研究模型已使用定量方法（包括结构方程建模方法）对来自六个以上欧洲国家的 168 名优秀员工进行了研究。所有数据均通过多产学术众包平台通过多维调查问卷收集。

发现

结果表明，知识密集型服务公司可以通过人力资源管理与知识管理和CM实践的互动来实现更高的人才保留率，从而提高员工敬业度。

研究局限性/影响

该研究可能存在的局限性包括样本量相对较小、数据收集的自评问题以及横截面数据的使用。

实际影响

为了留住有才华的员工，组织应该找出改进人力资源管理、CM 和知识管理实践的方法。此外，人力资源从业者应该让有才华的员工参与所有组织变革和知识管理流程，并创建成功支持知识获取、创建、共享、保留和编纂的机制。

原创性/价值

据作者所知，这是第一项研究在知识密集型服务中留住优秀员工的各种因素的研究。此外，这项研究是在英国、波兰、意大利、德国、葡萄牙和希腊六个欧洲国家进行的，这些国家对人才保留的研究非常有限。