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dc.contributor.authorDe Vos, Ans
dc.contributor.authorMeganck, Annelies
dc.contributor.authorBuyens, Dirk
dc.date.accessioned2017-12-02T14:23:10Z
dc.date.available2017-12-02T14:23:10Z
dc.date.issued2005
dc.identifier.urihttp://hdl.handle.net/20.500.12127/1770
dc.description.abstractThis article examines HR managers' and employees' views on the factors affecting employee retention. This is done by integrating findings from the literature on retention management with the theoretical framework of the psychological contract. In a first study a sample of HR managers from a diverse group of public and private firms described the factors they believed to affect employee retention and the retention practices set up in their organization. In a second study, a large and diverse sample of employees reported on the importance attached to five types of employer inducements commonly regarded as retention factors. They also evaluated their employers' delivery of these inducements and provided information on their loyalty, intentions to stay and job search behaviors. The results of both studies are discussed and implications for HR managers are highlighted.
dc.language.isoen
dc.subjectReward Management
dc.titleThe role of the psychological contract in retention management: Confronting HR-managers' and employees' views on retention factors and the relationship with employees' intentions to stay
refterms.dateFOA2019-10-14T14:27:09Z
dc.source.issue5
dc.source.numberofpages30
vlerick.knowledgedomainHuman Resource Management
vlerick.supervisor
vlerick.typecommWorking paper
vlerick.vlerickdepartmentP&O
dc.identifier.vperid35842
dc.identifier.vperid35857
dc.identifier.vperid40582
dc.identifier.vpubid2001


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