Психологический контракт и удержание сотрудников: роль HR

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Понимание индивидуальных и организационных последствий нарушения психологического контракта вызывает значительный исследовательский интерес. Глобальная конкуренция, изменившая деловую среду, породила необходимость для организаций разрабатывать новые способы выживания, повышения производительности, удержания квалифицированных сотрудников и обеспечения здоровых и прогрессивных отношений между работодателями и их сотрудниками. Сегодня самая большая проблема, с которой сталкиваются организации, заключается не только в управлении человеческими ресурсами, но и в их удержании. Привлечение и удержание квалифицированных сотрудников играет важную роль для любой организации, поскольку знания и навыки сотрудников очень важны для получения конкурентных преимуществ. Именно на этом фоне были рассмотрены концепции психологического контракта и удержания сотрудников, влияние психологического контракта на удержание сотрудников и соответствующие кадровые практики. Также рассматривается влияние пандемии Covid-19 на психологический контракт и удержание сотрудников. Сделан вывод о том, что следует уделять значительное внимание неформальному трудовому договору для обеспечения выполнения обязательств и ожиданий по удержанию компетентной и квалифицированной рабочей силы. Таким образом, организациям рекомендуется поощрять гибкие условия работы, такие, как например, удаленная работа, и предотвращать дискриминацию и отчуждение, связанные с пандемией Covid-19.

Об авторах

Уго Ч. Околе

Государственный университет Дельты

Автор, ответственный за переписку.
Email: ugookolie3@gmail.com
ORCID iD: 0000-0002-0448-2938

кандидат политических наук, преподаватель кафедры политических наук

Нигерия, Абрака, 1

Джуд Н. Меме

Университет Денниса Осадебая

Email: judememeh@gmail.com
преподаватель кафедры бизнеса и менеджмента Нигерия, Асаба, штат Дельта

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© Околе У.Ч., Меме Д.Н., 2022

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