Factors affecting labor intention to leave: in the case study of Suleyman Demirel University
| dc.contributor.author | Shakenova A. | |
| dc.date.accessioned | 2024-09-05T07:15:23Z | |
| dc.date.available | 2024-09-05T07:15:23Z | |
| dc.date.issued | 2022 | |
| dc.description.abstract | This is one of the few studies on human resource management in higher education institutions, not only in the Republic of Kazakhstan, but on a global scale as well. One of the most important objectives for many organizations is to attract, hire, and retain highly qualified personnel. Considering the scarcity of employees in the labor market of the country, whose universities rely on their teaching staff as their primary source of human capital, the retention of personnel is a top priority. Using one of the Kazakh universities as a case analysis, the purpose of this research is to identify the most important factors influencing an employee's intention to leave. In order to accomplish this, the six main factors of an employee's intention to leave are analyzed in-depth: employees’ perseption of support, employees’ perseption of commitment, employees’ perseption of complexity, job engagement, job satisfaction, and the availability of alternative job opportunities. The results of the study can be used to reduce the percentage of layoffs and maintain a qualified staff at the university, as well as serve as a model for other universities in the Republic of Kazakhstan. | |
| dc.identifier.uri | https://repository.sdu.edu.kz/handle/123456789/1457 | |
| dc.language.iso | en | |
| dc.subject | human resource management | |
| dc.subject | higher education institutions | |
| dc.subject | employees’ perseption of support | |
| dc.subject | masters dissertation | |
| dc.title | Factors affecting labor intention to leave: in the case study of Suleyman Demirel University | |
| dc.type | Other |