Syftet med föreliggande studie var att undersöka vad som attraherar och motiverar individer från generation Y i kommunikatörsyrket att söka sig till en viss arbetsgivare. Studien genomfördes med kvalitativ forskningsansats i form av semistrukturerade digitala intervjuer. För att bearbeta och analysera det insamlade materialet användes tematisk analys som syftade till att identifiera teman i materialet. Ett målinriktat bekvämlighetsurval tillämpades och totalt deltog 10 respondenter i studien. Könsfördelningen mellan dessa var nio kvinnor och en man, i åldrarna 24–31 år. Resultatet visade att kommunikatörer från generation Y värdesatte och motiverades av bland annat flexibilitet, utvecklingsmöjligheter och balansen mellan arbetsliv och privatliv. Vidare ville de arbeta med något betydelsefullt och värdeskapande. Respondenterna önskade också att arbetsgivare arbetar aktivt med Employer Branding i rekryteringsprocessen.

High rates of employee turnover in the legal sector are an internationally recognized problem. Despite persistent efforts from business law firms, many lawyers choose to leave their employer. This suggests these business law firms struggle with talent management and employee retention. Based on several concepts from organizational theory, this study investigates which motivational forces contribute to employee retention at Swedish business law firms. Data has been collected through semi-structured interviews with six respondents; working as associates, senior associate and partner at their respective firms. The empirical findings show that affective, contractual and calculative forces contribute most to lawyers choosing to stay at their law firms. Meanwhile, normative, alternative, behavioral, moral/ethical and constituent factors contributed little or nothing to employee retention. Complementary factors such as compensation, fringe benefits and work-life balance were also not regarded as decisive in the lawyers’ decisions to remain.

The coronavirus was declared a health emergency in 2020, which led to many employers let their employees work from home to decrease the virus. After the restrictions regarding working from home were removed, some people continued to work from home for a few days a week and spent the other days at the office, which is today called the hybrid solution. As the hybridly way of working is relatively new, there is a lack of research on how the employees perceive the mix of working from the office and home. In order to recruit and retain employees, it can be essential to know if the hybrid solution is perceived as an advantage or disadvantage. Therefore, this thesis explains how the employees perceive the hybrid solution, with the perspective of how it affects their motivation, well-being, and group dynamics. The study is going to answer the research question: If offering a hybrid solution to work is attractive to prospective employees, how does the opportunity to work hybridly affect their motivation, well-being and group dynamics and consequently organizational retention? Based on that, the theoretical framework has come into existence that connects the different themes: of motivation, social identity theory, and talent management into the research. It is a qualitative study with ten semi-structured interviews. The respondents have answered how they perceive the hybrid solution and its effects from their perspective. After the execution of the interviews, we analyzed the material and connected it to previous studies and the theoretical framework. In the analysis, we focus on the outcome of our interviews connected to concepts such as social identity theory, Maslow’s hierarchy of needs, Herzberg’s two-factor theory, the equity model, extrinsic and intrinsic motivation, and talent management strategy.The findings are that the employees find the hybrid solution as an advantage but that it is not required for them in order to be motivated and feel satisfied with their employers. Employees working remotely today would feel dissatisfied if the opportunity were taken away. Moreover, from the social perspective, work groups must often meet to have great work dynamics.

Due to employees’ reduced entitlements to the German statutory state pension on the one hand, and the challenge to employers of a skilled worker shortage on the other, employers’ contributions towards occupational pension schemes (OPS) might be an effective human-resources management tool. Thus, the overarching research question is: What is the relevance of OPS for the employment relationship in Germany? Five sub-research questions address the role of OPS in recruitment and retention management, organisational commitment, the potential differences between women and men and between young and old employees and the employees’ psychological contract. The empirical study is a single case study in the financial-services sector. Key findings: OPS are of more relevance for retaining employees than for recruiting them. Their role differs significantly between employees with different generations of the OPS and, therefore, different pension entitlements. Only minor differences can be found between women and men and between younger and older employees. Satisfaction with the occupational pension scheme has no significant impact on organisational commitment. The majority of employees perceived psychological contract fulfilment with respect to the OPS. The contribution to theory is the closure of five research gaps. As far as is known, this is the first study in Germany that analyses the role of OPS in a specified context and from multifaceted viewpoints (recruitment/retention, quantitative/qualitative, men/women, age groups). The contribution to practice comprises the provision of a transferable analysis blueprint of the role of OPS in the employment relationship and the provision of recommendations that relate, among others, to communication and information aspects, cost-benefit calculations and the usage of additional employer contributions as a possible selective reward element.

Since the Swedish government reinstated conscription in 2017, the Swedish Armed Forces are once again able to meet the wartime staffing requirements. In addition to the increase in employees the Swedish Armed Forces have been able to shift focus from external recruiting to internal human resource management. High employee turnover is a costly affair, especially in an organization like this one, where the initial investments, by way of training, are expensive and arduous. Predicting which employees are about to resign can help retain employees and decrease turnover and in turn save resources. With sufficient data, machine learning can be used to predict which employees are about to resign. This study shows that the machine learning model, random forest, can increase accuracy and precision of predictions, and points to variables and behavioral indicators that have been found to have a strong correlation to employee resignation. / Detta arbete utforskar möjligheten att använda maskininlärning, mer specifikt modellen random forest, för att förutspå uppsägning av anställda i Försvarsmakten. Arbetet stammar ur återinförandet av värnplikten i 2017, som följd av att enbart ca. 60% av bemanningskravet i krigstid med den frivilliga modellen kunde mötas. Arbetet finner att maskininlärningsmodellen random forest, kan användas för att förutspå uppsägningar till en icke-trivial grad. Random forestmodellen kan användas till att förutspå uppsägningar till 89% noggrannhet och 72% precision. Den största källan till osäkerhet i studien är mängden och egenskaperna hos datan. Studien är baserad på data från 1500 heltidsanställda gruppchefer, soldater och sjömän (GSS-K). För att förbättra resultatet och i synnerhet precisionen behövs mer data och data med en starkare korrelation till beteende. För framtida studier rekommenderas att utforska huruvida andra maskininlärningsmodeller är lämpade för just denna verksamhet, men även hur arbete, insamling och förvaltning av data inom Försvarsmakten kan utvecklas.

Gen Y (1980-1995) är en generation med förväntningar och behov, som innefattar att de i högre grad tenderar att byta arbetsplats jämfört med Gen X (1965-1980), vilket utgör en utmaning för organisationer. Studiens syfte är att beskriva och skapa en förståelse för hur ledare i en kunskapsintensiv organisation arbetar med Talent Management (TM) för att behålla talang av Gen Y. Arbetet tar formen av en deskriptiv fallstudie där studieobjektet är ett konsultbolag i en bransch med hög personalomsättning. Studien grundar sig i en kvalitativ forskningsmetod vari data har samlats in genom semistrukturerade intervjuer. Studiens resultat beskriver hur den studerade organisationen arbetar aktivt med de två TM aktiviteterna Employee Retention Strategies (ERS) och Employee Value Proposition (EVP), i försök att behålla Gen Y. Det går däremot inte att dra en slutsats kring huruvida organisationers arbete med TM påverkar behållandet av Gen Y positivt, eftersom ett sådant resultat inte framkommer av studien.

Denna studie syftar till att undersöka vilka strategier organisationer använder för att behålla sina talanger och hur dessa strategier möter medarbetarnas förväntningar. Genom att integrera teoretiska aspekter av employer branding och employer attractivines theory med en tematisk analys av det empiriska materialet undersöker studien organisationers strategier för att behålla talanger. Studien utgår ifrån en kvalitativ metod med semistrukturerade intervjuer. Genom ett strategiskt urval av nyckelpersoner följt av ett bekvämlighetsurval som ledde oss till ett snöbollsurval har material samlats in genom digitala intervjuer. Studiens empiriska material har samlats in genom åtta intervjuer med respondenter från två olika organisationer. Huvudresultatet av den tematiska analysen visar att de undersökta organisationerna använder sig av något olika strategier för att behålla personal. Strategierna är anpassade efter företagens utformning och förutsättningar. Medarbetarna anser att de får sina förväntningar uppfyllda i viss utsträckning och att de alltid kan tala med sina kollegor och chefer om de känner avsaknad av till exempel karriärmöjligheter eller gemenskap. Denna studie ger insikter som kan stödja organisationers utformning av strategier för att behålla kompetent personal. / This study aims to investigate the strategies organizations use to retain their talents and how these strategies meet employees' expectations. By integrating theoretical aspects of employer branding and employer attractiveness theory with a thematic analysis of the empirical material, the study examines organizations' strategies for retaining talent. The study employs a qualitative method with semi-structured interviews. Through a strategic selection of key personnel followed by convenience sampling leading to a snowball sampling, data has been collected through digital interviews. The empirical material of the study has been gathered through eight interviews with respondents from two different organizations. The main result of the thematic analysis shows that the examined organizations employ somewhat different strategies to retain staff. These strategies are adapted to the companies' designs and conditions. Employees feel that their expectations are met to some extent and that they can always communicate with their colleagues and managers if they feel a lack of, for example, career opportunities or a sense of community. This study provides insights that can support organizations in designing strategies to retain competent staff.

South Africa has been brain drained of nurses and doctors and the Eastern Cape as a Province within South Africa is not an exception. Its rural nature has caused many nurses and doctors loose interest of serving in its facilities. This study sought to describe factors that can influence retention especially of nurses in the rural health facilities of the Eastern Cape Province and develop recommendations for nurse managers on how to retain nurses in rural areas. The major inferences drawn from this study is that nurses are dissatisfied with lack of promotional opportunities, lack of professional support, facing drastic responsibilities but with less income, tremendous workloads, emotional demands and unrealistic salary package. The researcher believes that the nurse managers have a crucial role to play in ensuring nurse retention and the recommendations drawn from this study can contribute in improving the work environment. / Health Studies / M.A. (Health Studies)

The aim of this research was to determine the factors that influence retention of personnel at Cor Jesu College in the Philippines and establish guidelines for effective staff retention. A qualitative research design involving the descriptive sample survey method to collect data by means of self- administered structured questionnaire was adopted. The sample consisted of 70 Cor Jesu personnel. The information was statistically analysed with the aid of a computer after which it was interpreted. Results indicated that teachers were not satisfied with their jobs and that their retention was affected by several aspects of their work. Working conditions emerged as the major source of dissatisfaction while interpersonal relations were a principal retention factor. / Educational Studies / M.A. (Education Management)

The research focused on constructing a psychological career profile for staff retention practices by investigating the relationship between employees’ psychological career meta-competencies (psychological career resources, career adaptability and hardiness) and their retention-related dispositions (job embeddedness and organisational commitment). A quantitative survey was conducted on a convenience sample of employed adults (N = 355) at managerial and staff levels in the human resource management field. A canonical correlation analysis indicated a significant overall relationship between the psychological career meta-competencies and the retention-related dispositions. Multiple regression analyses indicated the psychological career meta-competencies as significant predictors of the retention-related dispositions variables. Structural equation modelling indicated a good fit of the data with the canonical correlation-derived measurement model. Moderated hierarchical regression analyses showed that gender and marital status significantly moderated the relationship between the participants’ psychological career meta-competencies and the retention-related disposition job-embedded fit. Tests for mean differences revealed that males and females differed significantly regarding their self/other skills and hardy-commitment while the marital status groups differed signifcantly regarding their behavioural adaptability and hardiness. On a theoretical level, the study deepened understanding of the cognitive, affective, conative and interpersonal behavioural dimensions of the hypothesized psychological career profile. On an empirical level, the study produced an empirically tested psychological career profile in terms of the various behavioural dimensions. On a practical level, organisational staff retention practices in terms of the behavioural dimensions of the psychological career profile were recommended. / Industrial & Organisational Psychology / D.Com.(Industrial and Organisational Psychology)