Search Results (69)

Employee turnover presents a significant challenge to modern organizations, often resulting in operational disruptions, substantial hiring costs, and a loss of institutional knowledge. While traditional human resource practices have historically been reactive, the emergence of machine learning has introduced a proactive capability to anticipate and mitigate attrition before it occurs. This research utilizes the IBM HR Analytics dataset, which contains 1470 employee records and 35 distinct features, to develop a hybrid machine learning model designed to enhance the accuracy of turnover predictions. To ensure the model’s effectiveness, the researchers employed a comprehensive preprocessing phase that included eliminating non-informative features, applying label encoding to categorical data, and using StandardScaler to normalize quantitative values. A critical component of the study addressed the common issue of class imbalance within HR data. To resolve this, a hybrid sampling strategy was implemented, combining Synthetic Minority Over-sampling Technique (SMOTE) and Adaptive Synthetic Sampling (ADASYN) to create a more balanced learning environment for the algorithms. The core of the predictive engine is a soft voting ensemble that integrates three powerful algorithms: Random Forest, XGBoost, and logistic regression. Evaluated on an 80/20 train–test split, the tuned XGBoost model achieved an impressive 84% accuracy and an Area Under the Curve (AUC) of 0.80. Meanwhile, the logistic regression component contributed the highest F1-score, reinforcing the overall strength and balance of the ensemble approach. These metrics confirm that the hybrid model is both robust and reliable for identifying at-risk employees. Beyond simple prediction, the study prioritized interpretability by using SHapley Additive exPlanations (SHAP) to identify the primary drivers of attrition. The analysis revealed that the most significant variables influencing an employee’s decision to leave include the interaction between job level and experience, frequent overtime, monthly income, current job level, and total years spent at the company. By providing these data-driven insights, the model empowers HR teams to transition from reactive troubleshooting to proactive retention planning, ultimately securing the organization’s talent and stability. Full article

The rational allocation of talent resources is significant to regional transformation and upgrading high-quality development. Focusing on urban agglomerations in China, this study examines the spatial patterns and underlying mechanisms of graduate talent mobility using employment data from the Ministry of Education Graduate Employment Quality Reports. We utilized the social network analysis method, stickiness rate, external attractiveness index, and directed migration model. The results reveal the following. (1) Spatial Stratification and Typology: A significant “Matthew Effect” characterizes China’s talent landscape. While the Yangtze River Delta and Pearl River Delta exhibit a “high stickiness–high attractiveness” dual-drive pattern, emerging inland agglomerations like Chengdu–Chongqing rely on high internal stickiness as a critical “stabilizer,” maintaining regional resilience through local stock retention despite limited external pull. (2) Complexity of Driving Mechanisms: Ridge regression indicates that while economic development (GDP per capita) and innovation capacity remain core drivers of external attractiveness, public services and institutional costs exert stronger constraints on mobility. (3) Policy Implications: In contrast, monetary talent policies show limited marginal utility. The study concludes that talent governance in urban agglomerations must shift from homogenous “talent wars” to differentiated sustainable strategies. Advanced regions should foster polycentric networks to mitigate overcrowding, while emerging regions should prioritize “soft infrastructure” to lower social costs, leveraging endogenous stickiness for long-term human capital accumulation and spatial equity. Full article

This study demonstrates that high-performance work systems (HPWSs)—encompassing selective staffing, extensive training, performance incentives, and employee participation—significantly enhance the dimensions of psychological empowerment, including meaning, competence, self-determination, and impact, thereby fully mediating a stronger stay intention. Leader–member exchange (LMX) amplifies both HPWS-to-empowerment and empowerment-to-stay intention pathways via dyadic trust, while team–member exchange (TMX) strengthens initial resource uptake. Theoretically, based on social exchange theory, the results enhance relational exchange frameworks by emphasizing LMX’s superior function over TMX in high-contact situations, positioning empowerment as the critical mechanism connecting HRM practices to loyalty in service sectors. The cornerstones of sustainable hospitality development include employee-centric strategies that foster empowerment through value-aligned jobs, certifications that enhance skills, independent guest service decision-making, and feedback loops that transform HPWSs into long-lasting retention engines by integrating TMX peer networks for cooperative support with LMX through individualized coaching and feedback that fosters trust. By reducing attrition, stabilizing talent pipelines, and stimulating service quality innovation, these tactics promote robust operations and sustained competitiveness. Full article

Within the context of sustainable educational workforce development, enhancing the retention intention of early childhood educators is essential for ensuring educational quality and long-term talent sustainability. This study surveyed 200 early childhood educators in Taiwan and developed a parallel mediation model to examine how workplace friendship influences retention intention through workplace well-being and job embeddedness. Confirmatory factor analysis and structural equation modeling were conducted using AMOS 24.0. The results indicate that workplace friendship does not exert a direct effect on retention intention; however, it significantly enhances workplace well-being and job embeddedness, which in turn fully mediate the relationship. In line with the JD-R framework, workplace well-being is conceptualized as a core psychological resource, while job embeddedness reflects a structural resource shaping employees’ attachment to their organization. These findings suggest that workplace friendship must be transformed into a psychological and structural resource in order to promote retention. By identifying workplace friendship as an initial social resource that fosters well-being and embeddedness, this study contributes to sustainable human resource management and supports the stable development of the early childhood education system. Full article

This study presents a novel methodology that integrates Transformer-based textual analysis from professional networking platforms with traditional demographic variables within a survival analysis framework to predict turnover. Using a dataset comprising 4087 work events from Maimai (a leading professional networking platform in China) spanning 2020 to 2022, our approach combines sentiment analysis and deep learning semantic representations to enhance predictive accuracy and interpretability for HR decision-making. Methodologically, we adopt a hybrid feature-extraction strategy combining theory-driven methods (sentiment analysis and TF-IDF) with a data-driven Transformer-based technique. Survival analysis is then applied to model time-dependent turnover risks, and we compare multiple models to identify the most predictive feature sets. Results demonstrate that integrating textual and demographic features improves prediction performance, specifically increasing the C-index by 3.38% and the cumulative/dynamic AUC by 3.43%. The Transformer-based method outperformed traditional approaches in capturing nuanced employee sentiments. Survival analysis further boosts model adaptability by incorporating temporal dynamics and also provides interpretable risk factors for turnover, supporting data-driven HR strategy formulation. This research advances turnover prediction methodology by combining text analysis with survival modeling, offering small and medium-sized enterprises a practical, data-informed approach to workforce planning. The findings contribute to broader labor market insights and can inform both organizational talent retention strategies and related policy-making. Full article

This study investigates the determinants of turnover intention among real estate sales professionals in Lebanon and the United Arab Emirates (UAE), two markets that represent contrasting economic realities within the MENA region. Drawing on Herzberg’s Two-Factor Theory, Vroom’s Expectancy Theory, and March and Simon’s Push-Pull Model, this study adopts a multidimensional framework to assess the effects of compensation, job stress, career growth opportunities, and work–life balance on employee retention. A quantitative method was employed using a structured questionnaire administered to 832 respondents (425 in the UAE and 407 in Lebanon), and data were analyzed using Structural Equation Modeling. The results reveal that job stress is the most influential predictor of turnover intention, particularly in Lebanon, followed by work–life balance, compensation, and career growth opportunities. These findings underscore the importance of psychological well-being and structural incentives in talent retention. By offering empirical evidence from an underexplored regional labor market, the study contributes to the global turnover discourse and provides comparative insights into the labor dynamics of both a crisis-prone and a high-growth economy. The results carry significant practical implications for HR managers, firm owners, and policymakers, highlighting the necessity of adopting holistic and context-sensitive retention strategies that extend beyond financial rewards to include flexible work arrangements, career development frameworks, and supportive workplace cultures. Full article

This study examines the determinants of talent retention in the hotel sector of Extremadura, a peripheral European region facing depopulation, labour scarcity and structural limitations that threaten the sustainability of its human capital base. Grounded in the Job Demands–Resources (JD-R) theory, the research analyses how a set of key labour resources, specifically professional training, organisational trust, job satisfaction and sustainability commitment, influence employees’ intention to remain in their organisations. These resources are conceptualised as organisational and motivational mechanisms that enhance employees’ capacity to cope with job demands and reinforce their attachment to the organisation. A quantitative survey was conducted with hotel-sector employees in Extremadura; 255 questionnaires were validated, and the proposed structural model was tested using SEM. The findings show that organisational trust is the strongest predictor of retention, followed by professional training and sustainability commitment, while job satisfaction also exerts a significant, though more moderate, effect. These results indicate that enhancing fairness perceptions, strengthening continuous training pathways and integrating sustainability-oriented values are essential strategies for retaining qualified personnel in territories with limited external opportunities. Rather than measuring human capital sustainability directly, the study shows that talent retention operates as a central empirical mechanism through which the sustainability of human capital can be supported in peripheral tourism economies. It concludes by highlighting the need for managerial practices that support transparent leadership, structured professional development and participatory sustainability initiatives, and encourages future research to incorporate longitudinal designs and direct measures of human capital sustainability. Full article

This study explores how the unique characteristics of Generation Y/Millennials and Generation Z influence talent retention challenges in the hospitality sector and identifies Human Resource Management (HRM) strategies that effectively address these generational dynamics. The multigenerational workforce in this industry spans multiple cohorts, each with distinct work values and expectations, and these generational differences in work attitudes have compelled Human Resource (HR) departments to adopt a range of tailored recruitment and retention strategies. This qualitative research examines how hotel directors and HR managers in the city of Porto, Portugal perceive the recruitment challenges associated with younger generations and what strategies they use to overcome them. The findings highlight specific traits of Millennial and Generation Z employees, confirming that these cohorts present unique recruitment and retention challenges, and validate targeted response strategies to address those challenges. Overall, the study sheds light on sector-specific hurdles, multigenerational management issues, and effective HRM practices for attracting and retaining young employees (Generation Y/Millennials and Generation Z). Full article

Background: Despite many young players showing strong potential, only a small fraction succeeds in the critical transition from youth to elite senior football. This scoping review synthesizes research on the junior-to-senior transition in men’s football, identifying main topics related with barriers and facilitators in the transition. Methods: Searches were performed in four databases (PubMed, Scopus, SPORTDiscus, and Web of Science) according to the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA, 2020) guidelines, using the following keywords: “football*” OR football AND talent* OR “talent identification” OR “talent development” OR expert* OR gift* AND “junior-to-senior” OR “transition career” or “athlete career transition” OR “transition phase”. Original articles in English focused on the junior-to-senior process in male footballers were included. Results: From 5307 titles, 35 studies met eligibility criteria. The most examined themes were psychosocial factors, including social support, stressors, and resilience. The reviewed studies identified organizational structure and effective club communication as facilitators and emphasized the importance of physical attributes to meet senior-level demands. Conclusions: Overall, the junior-to-senior transition is multifaceted, shaped by psychosocial, organizational, and physical factors. Despite robust research, gaps remain; future longitudinal and interdisciplinary studies should inform evidence-based strategies for optimizing player development and retention. Full article

This study aimed to examine the effect of public policies on talent retention in the Portuguese Public Administration and whether the participants’ managerial status moderates this relationship. A total of 282 individuals, active workers in public administration, participated in this study, with 11.7% of the total occupying management positions. This is a cross-sectional study with a quantitative approach, using a questionnaire. The results showed that public policies (recruitment, training and performance evaluation) have a positive and significant effect on talent retention. Whether an individual is a manager or not has a significant effect on performance evaluation. No moderating or mediating effect was found. This study aimed to provide data that can inform managers’ decisions and enhance talent management in public administration. Full article

The digital transformation of human resource management is fundamentally reshaping how organizations manage talent and design their structures. However, a comprehensive understanding of the drivers, impacts, and implementation challenges of this shift is critically needed. The purpose of this review is to consolidate recent literature to provide a holistic overview of this technology-driven evolution. It examines key technological drivers—such as artificial intelligence, automation, and data analytics—and their profound impact on talent acquisition, development, and retention. The review further analyzes the consequent shifts towards more agile organizational designs, outlines strategic frameworks for successful digital adoption, and identifies common pitfalls. Finally, it identifies future research directions to address gaps in ethical artificial intelligence governance, longitudinal employee well-being, and sector-specific outcomes. Full article

Talent management is an important strategic tool to improve sustainable organization performance and competitiveness in the contemporary business environment. Even though there are increasingly more studies around this topic in the world, studies in the context of Saudi Arabia, and more specifically in the private sector, are still scarce, forming the research gap that this study aims to fill. The study is designed to explore the effect of human resource practices on employee innovation, organization resilience, and sustainable competitive advantage in the Saudi private-sector organizations based on the Resource-Based Variability (RBV) theory as a theoretical perspective. Data were gathered from 366 structured questionnaires, and the hypotheses were tested by employing the relevant statistical tools. The results supported the first hypothesis (H1), showing that there is a positive influence of the practices of talent management on the innovation of the employees, and the second hypothesis (H2) showing the correlation between these practices and organizational resilience. The third hypothesis (H3) showed that talent management practices are significant in the attainment of a sustainable competitive advantage. The findings affirm that the adoption of sound approaches for the attraction, development, and retention of talent has a part in the consolidation of innovation, resilience, and the accomplishment of competitive advantage. The most important theoretical and applied implications of the study are discussed at the end, along with the limitations of the study and suggestions for future research. Full article

This study examines the global mobility of researchers in the smart city domain from 2000 to 2020, using inter-country and intercity affiliation data from the Web of Science. Employing network analysis and spatial econometric models, the paper maps the structural reconfiguration of scientific labor circulation. The results show that the international mobility network is dense yet asymmetric, dominated by a small set of high-frequency corridors such as China–United States, which intensified markedly over the two decades. While early networks were fragmented and polycentric, the later period reveals a multipolar configuration with significant growth in South–South and intra-European exchanges. At the city level, Beijing, Shanghai, Wuhan, and Nanjing emerged as central nodes, reflecting the consolidation of East Asian hubs within the global knowledge system. Mesoscale community detection highlights the coexistence of territorially embedded ecosystems and transregional corridors sustained by thematic and reputational affinities. Growth decomposition indicates that high-income countries benefit from both talent retention and international inflows, while upper-middle-income countries rely heavily on inbound mobility. Spatial regression and quantile models confirm that economic growth and baseline scientific visibility remain robust drivers of urban smart city performance. In contrast, mobility effects are context-dependent and heterogeneous across city positions. Together, these findings demonstrate that researcher mobility is not only a vector of knowledge exchange but also a mechanism that reinforces spatial hierarchies and reshapes the geography of global smart city innovation. Full article

Purpose: This article evaluated the decline of registered auditors (RAs) and its impact on the future of the assurance industry in South Africa. Auditors play a critical role in ensuring the transparency, trust, and credibility of financial statements. The decrease in the number of registered auditors has become a pressing issue, raising concerns about the assurance industry’s ability to maintain a sufficient number of registered auditors and continue providing assurance services to public and private entities. Methodology: A qualitative Delphi methodology was employed, involving interviews with RAs who are registered with the Independent Regulatory Board for Auditors (IRBA). Eight RAs participated in structured interviews. This approach enabled the researcher to gather expert opinions, identify emerging trends, and explore challenges and opportunities within the audit profession related to the decline of RAs. Main findings: The decline of RAs is straining client demands, increasing workloads, and leading to a shortage of audit firms, which in turn affects audit quality and methodologies. Audit firms struggle to attract and retain talent due to regulatory burdens, economic pressures, and concerns about work–life balance. These pressures have resulted in higher audit fees, increased compliance costs, and more extensive training requirements. Smaller audit firms are especially impacted, with some downscaling their assurance services or exiting the market entirely. Practical implications: This study underscores the pressing need for regulatory bodies, such as the IRBA, to address the challenges faced by audit firms, particularly in terms of compliance and workforce retention. Proactive strategies are required to preserve the quality and accessibility of assurance services. Contribution: This study contributes to the ongoing discourse on the future of the audit profession by offering grounded insights into how the industry might sustain itself amid a declining number of RAs and changing professional dynamics. Full article

To mitigate persistent urban–rural disparities and facilitate comprehensive rural development, the Chinese government institutionalized the Rural Revitalization Strategy. This national policy framework systematically addresses five critical domains of rural development: (1) industrial revitalization, (2) talent revitalization, (3) organizational capacity building, (4) cultural heritage preservation, and (5) ecological conservation. Among them, talent cultivation serves as both a fundamental objective and critical resource for the sustainable rural economic transformation. However, the existing research and practice have disproportionately emphasized industrial and ecological aspects, largely neglecting the acute talent shortage. This study bridges this gap by adopting a population mobility lens to categorize young talent types contributing to Chinese rural economic transformation and analyze their mobility trajectories and resource exchange dynamics. Drawing on an integrated theoretical framework combining Push–Pull Theory and Existence–Relatedness–Growth Theory, as well as empirical evidences from Yuan Village in Shaanxi Province, this research has four key findings. First, there are three distinct young talent categories that have emerged in Chinese rural economic transformation: urban-to-rural young talents, native young talents, and rural-to-rural young talents. It is noteworthy that the rural-to-rural young talent represents a novel flow pattern that can expand our conventional understandings of Chinese population mobility. Second, differential push–pull factors shape each category’s migration decisions, subsequently influenced by their existence needs, social relatedness, and growth requirements as outlined in ERG Theory. Third, through heterogeneous resource exchanges with villagers, committees, and communities, these talents negotiate their positions and satisfy their expectations within the rural socio-economic system. Fourth, unmet exchange expectations may precipitate talent outflow, which will further pose sustainability challenges to revitalization efforts. Additionally, the long-term impacts of the intensified social interactions between talent groups and local residents, as well as their generalizability, require further examination. Full article