Indian Journal of Science and Technology
DOI: 10.17485/ijst/2015/v8i11/71784
Year: 2015, Volume: 8, Issue: 11, Pages:
Original Article
Ehsan Samimi1 , Mohammad Ali Shahosseini2 , Ali Abasaltian3* and Shahriar Shafaghi4
1 University of Tehran, Iran
2 Management School, University of Tehran, Iran
3 Department of Management, Najaf Abad Branch, Islamic Azad University, Isfahan, Iran; Abasaltian@ind.iust.ac.ir
4 Management School, Loyala Univeristy Chicago, USA
Background/Objectives: Voluntary turnover and early retirement request by specialists and experienced people in Project-Based Organizations (PBO) has caused many problems in finding suitable experts to execute the projects.
Methods/ Statistical Analysis: The present study is a descriptive and applied research. Research population consists of KWs in oil and gas PBO. The engineers in these organizations were considered as research sample. Interviews and questionnaire were used to gather information. Interviews with experts were used to identify factors and questionnaires were utilized to identify the importance and prioritization. 72 factors were identified and categorized into 9 groups within organizational and HR initiative levels. Results: Results of the research indicates the priority of each group of factors according to the proposed model in the view of KWs in oil, gas and petrochemical industries. On this basis, the following factors have the highest effect ratio based on the respondents’ point of view: 1. Knowledge management 2. Performance appraisal system 3. Communication 4. Training and development 5. Job design and analysis 6. Employment policies 7. Career planning 8. Project/organizational factors 9. Salary and rewards. Additionally, in each group the priority of effective sub-factors has been identified as the result of the research. The results support the definitions of KWs and influence of factors examined and specified by similar studies in retention and development of KWs. The high importance of knowledge management and low rank for salary and rewards can be mentioned as example in this regard. Despite the priority of each group of factors the uniqueness of the result is due to identification of effective factors in the specific industry (oil and gas) and type of organization (PBO).
Conclusion/Application: The findings of present study can be used to devise plans for retaining and developing KWs in PBO especially in oil and gas industry.
Keywords: HR Management, Knowledge Workers, Project-Based Organizations, Retaining and Developing Employees, Turnover
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