Career Growth Opportunities Research Articles

Migration processes in the Republic of North Ossetia-Alania since 2018 early 2022

The issues of studying migration processes are particularly relevant at the present time. In this paper, the author tried to explore migration processes and analyze the impact of migration on the socio-demographic situation in the republic. The purpose of this study is to identify migration processes in North Ossetia-Alania from 2018 to early 2022. The author examined the impact of migration on socio-economic processes, statistical data on population migration, population statistics in North Ossetia-Alania and mortality and birth rate statistics, and many others. In this study, the following research methods are used: theoretical analysis of statistics for the Russian Federation and North Ossetia-Alania, the study of recent studies and publications on this topic. Currently, a big problem is the outflow of migrants in North Ossetia-Alania to other cities of the Russian Federation and the country. Young people tend to move to large cities in Russia or go to foreign countries where there are more opportunities for professional development and career growth. In 2022, the unemployment rate in North Ossetia-Alania decreased and 2 700 people were employed. Reduce the unemployment rate in the republic in 2022. succeeded thanks to the program "Promoting employment of the population" and national projects. There is also a difficult demographic situation in the republic. In recent years, the death rate has exceeded the birth rate. Migration processes do not contribute to population growth, since much more people leave the republic than come. In conclusion, the author proposed some measures to solve this problem.

주재원의 심리적 계약위반 인지가 직무소진에 미치는 영향

With the recent attention to expatriate management increasing in high uncertainty, this study focused on the job burnout of expatriates as a topic organizations should be interested in. Building on psychological contract perspective, this study casts career growth opportunity and feeling of violation as an explanatory mechanism to explain why expatriates’ psychological contract breach results in harm to expatriates’ job burnout - emotional exhaustion and cynicism. The study, using survey data from 210 expatriates in 34 countries working at large Korean companies found that the psychological contract breach perceived by the expatriates had a positive effect on emotional exhaustion, but did not significantly affect cynicism. However, it was found that psychological contract breach had a positive effect on cynicism through career growth opportunities of expatriates and had a positive effect on emotional exhaustion and cynicism through feeling of violation. This study expands and complements the social exchange theory-oriented discussion on the psychological contract theory and provides practical implications for the management of expatriates by showing the relationship between psychological contract breach and job burnout.

To Analyze the Level and Factors of Job Satisfaction across Different Generations in India during Covid-19

Firstly, the motive behind this research is to know about the factors that lead to Job Satisfaction; secondly, the most authoritative factor of Job Satisfaction; thirdly, to find out which generation is the most satisfied with their current job across different generations of people. The study provides a descriptive and comparative analysis of working professionals during pandemic from all domains, industries, gender, age, and sectors across India selected based on random sampling using quantitative research methods. It aims to analyze the results on SPSS based on a survey in a close-ended and Likert-scale based questionnaire. Baby boomers are the most satisfied with their job. Generation X is satisfied but lesser than Baby Boomers. Generation Y and Generation Z are not satisfied. Still, Millennials are more satisfied than Generation Z. Their dominant factor for job satisfaction is Job Security, Work Culture, Equality, and Career Growth Opportunities. Not much research has been done on Gen Z by researchers, as they are young and will be entering the market. This study focuses on Gen Z. The findings will help analyze people of different ages to their work and participation levels. The HR could formulate their policies and practices according to the findings generated, which will help reshape their reward structure, decide how they can manage talent, control bad attrition, and a basis for further research, if anyone wants to study particularly about one factor.

Public service motivation and public employees' turnover intention: the role of job satisfaction and career growth opportunity

PurposeThis study investigated the mediating role of job satisfaction and the moderating role of career growth opportunity in the relationship between public service motivation (PSM) and public employees' turnover intention.Design/methodology/approachThe authors recruited 587 public employees from Yunnan Province, China to test moderation and mediation hypotheses. The authors conducted confirmatory factor analysis to determine the discriminant and convergent validity of the measures of PSM, turnover intention, job satisfaction and career growth opportunity. Finally, the authors carried out bootstrapping to ascertain direct, indirect and conditional indirect effects.FindingsPSM had a negative effect on public employees' turnover intention, but this relationship was partially mediated by job satisfaction. Career growth opportunity moderated the association between job satisfaction and turnover intention. In particular, the indirect effect of PSM on turnover intention through job satisfaction weakened under high career growth opportunities.Practical implicationsThe results highlighted the significance of PSM and career growth opportunity in shaping public employees' work-related attitudes and behaviors. Public organizations should consider PSM a key criterion in recruitment and selection and pay more attention to the significance of intervening in career growth to satisfy public employees' psychological needs related to individual career development.Originality/valueThis study contributes to the literature on the disputed link between PSM and turnover intention and uncovered the underlying mechanism through which PSM affects public employees' turnover intention by proposing job satisfaction and career growth opportunity as a mediator and moderator, respectively.

Key Factors Employers Look for In Hiring Construction Managers for Public and Private Construction Projects

The construction industry is one of the world's most important economic activities, and research in this area has found a positive correlation between project management skills and construction project success. However, it is becoming more evident that success in the role of a construction manager cannot be attained with a technical skill set alone. Excellent soft skills are also necessary requisites for success. The aim of the paper is to discuss the benefits of project management skills and what skills employers of labour expected when hiring construction managers in the construction industries. In recent years, several construction projects have steadily failed due to engaging incompetent construction managers with no technical and soft skills. This failure has affected the rate of productivity in the construction industry. Several companies have closed due to the poor performance of their construction managers. Despite the construction industry's significant contribution to economic growth in developed and developing countries, there are still great hindrances in construction project productivity due to the poor performance of construction managers. However, this gap significantly delays much-needed productivity gains, as it is difficult to fully overcome the associated disruptions and choose the best remedy to minimize their impacts on every Nation's Economic Development. Therefore, this investigation is required to close these gaps. This study employed a qualitative research methodology. A combination of primary and secondary sources was used to achieve the main research objectives. Interviews were conducted with 8 vibrant employers in the construction industry. The interview question was made open to enable the employers to air their views on the skills they expected construction managers to possess before engaging them to manage a construction business. The interviews were done face-to-face. Each employer was interviewed separately to avoid copied responses. The outcomes of the interview were noted and listed. However, the benefits of possessing those skills demanded by employers were explained. These benefits were discovered through a systematic literature review. The findings from this study will not only benefit all employers of construction managers in the construction industry but will also be beneficial to all other employees in a company who seek career growth and better job opportunities in the future. It will help eliminate the issue of unnecessary company closure and disputes among the project team due to project failure. Both professionals and future college and university graduates, whose intentions are to proceed to the working field after graduation, will also benefit from the findings. The construction industry is still doomed unless it addresses the issues of construction managers’ attributes. The value of teamwork in the workplace is obvious, and it is frequently directly influenced by effective construction managers’ attributes. Effective construction managers help to save money and boost their company’s reputation. Using a technology-knowledgeable construction manager can greatly help improve the project delivery and a good team working environment saves money and time on projects.

1964-1985 жж. ОРТАЛЫҚ ҚАЗАҚСТАНДАҒЫАУЫЛ ШАРУАШЫЛЫҒЫ ЕҢБЕККЕРЛЕРІНІҢ КҮНДЕЛІКТІ ӨМІРІ:КОМСОМОЛ-ЖАСТАР БРИГАДАЛАРЫНЫҢЕҢБЕГІ МЕН ҚЫЗМЕТІНІҢМАТЕРИАЛДАРЫ БОЙЫНША

This article examines the rural daily life of Central Kazakhstan during the period of stagnation. The analysis of the problem of labor resources and the shortage of rural workers and qualified specialists in the Kazakh agricultural sector in 1964-1985 was carried out. The study was carried out on the basis of archival documents and materials of anoral interview conducted by the author among the rural population living in the region during the study period. The outflow of young people from rural areas began in Soviet times, has been preserved and even expanded, becoming the main trend when the country gained independence. Considering that the origins of difficulties in providing youth labor resources come from the Soviet era of the 60s -80s, the main task is to identify the cause-and-effect relationships of these problems, to determine the impact, results and consequences of reforms on job security in the agricultural sector. According to the authors, the low level of intensification and working conditions in agriculture (lack/low level of mechanization, lack of material interest, opportunities for professional and career growth, etc.) led to an outflow of young people and, as a consequence, a shortage of specialists and workers. Although the demographic growth of the population in rural areas was high during the study period, the shortage of specialists and workers due to shortcomings in the industry has always remained an urgent and unresolved problem.

FOSTERING THE CAREER BUILDING COMPETENCE IN STUDENT TEACHERS OF HANDICRAFTS AND TECHNOLOGY: SCIENTIFIC AND EXPERIMENTAL APPROACH

The study reveals the essential features of the concept of «fostering the career building competence in student teachers of Handicrafts and Technology» as a dynamic combination of knowledge, skills, thinking, views, values and other personal qualities that determine the ability of the student teachers of Handicrafts and Technology to set career goals, plan the career, awareness of their own career potential and, accordingly, to effectively build a career path, successfully overcoming career problems. The above is based on the examination of the approaches of scientists to the definition of key research concepts. Having used the scientific and experimental approach, the study determined and characterised the structure of the career building competence in student teachers of Handicrafts and Technology as the set of the components such as motivational, cognitive, activity, reflective. Accordingly, the study specified the criteria, indicators and levels - initial, low, medium, high - of the formation of the phenomenon under study. It also provided the characteristics of the development levels. Precisely, the indicators of the motivational criterion were as follows: 1) positive attitude to career building; 2) the desire for self-expression and self-realization in professional activities; 3) having the values aimed at developing the necessary competencies for a career in education. The cognitive criterion was characterized as having and constant updating of knowledge: 1) on the field of education, objects and types of the selected professional activity, 2) about the possible ways of career development, 3) on forecasting, career planning in the education system. The activity criterion was defined as a set of skills and abilities: 1) to get engaged in the professional activities at the stage of education; 2) rapidly adapt to professional activity in the dynamics of external conditions; 3) to gain experience in career growth. The reflexive criterion was interpreted as the ability to: 1) analyse the job market requirements for teachers of Handicrafts and Technology from the professional environment perspective; 2) assess opportunities for professional and career growth; 3) reflect on the ways to overcome career crises and solve careerproblems.

Factors Influencing Employee Retention in the Nepalese Hotel Industry: The Pathways to Future Research

Background: Staff retention has always been a significant concern as well as a challenge for all sectors of organizations. This work aims to identify the major factors that serve as determinants of staff retention, specifically in the hotel industry. The work has been solely guided to establish a conceptual framework that could be used for the systematic and objective investigations to be initiated in the future in this particular sector of the specialized economy.
 Methodology: Since this study is entirely thematic desk research-based, the present scribe has used exploratory research by comprehending different influencing factors of staff retention that were assessed through the review of various lead articles, policy guidelines, related published research reports, conceptual perspectives available in other sources, and institutional best practices in the global arena. 
 Results: The overall findings of the study reveal that the factors including the prevalence of two-way communication, style and quality of leadership, autonomy at the job, motivation level, involvement at work, organizational support, performance management, work-life balance, level of involvement in decision-making, career growth opportunity, availability of training and development opportunities, organizational culture, valuable inputs and constructive feedbacks, trade union and employer agreements, staff recruited from employment agencies and compensation package serve instrumental in the retention of staff. Additionally, this work has established the staff perceived level of glamour and lifestyle, job prestige, social recognition, and opportunity for learning and growth as the industry matched valences.
 Conclusions: The study concludes that in addition to several conventional factors affecting staff retention in different sectors, the tradition of scientific inquiry in the hotel industry should also focus on exploration of the shared impact of more innovative constructs, including state of glamour and lifestyle, social recognition, personal branding, opportunities for cross-cultural learning.
 Implications: The present work would serve as instrumental for the new generation of researchers to craft more innovative and suitable research areas with a balance of constructs to be observed. Similarly, this work establishes a stock of resources to be used in the academic discourses aimed at exploring determinants of staff retention with a specific focus on the hospitality industry, particularly the hotel sector. Also, the management in the respective industry may find suitable ways forward to adjust their organizational process climate and culture to retain the valuable staff.

The effect of job insecurity on employee silence: test an interactive model

Purpose The purpose of this paper is to investigate the effect of job insecurity on employee silence by developing a moderated mediation model. The model focuses on the mediating role of ego depletion underpinning the relationship between job insecurity on employee silence and the moderating role of perceived coworker support and career growth opportunity in influencing the mediation. Design/methodology/approach This study conducts a questionnaire from 309 employees of six Chinese financial enterprises in two waves, with a one-month interval between the two waves. Moreover, this study uses bootstrapping and confirmatory factor analysis to verify the hypothesis. Findings Job insecurity has a significant positive impact on employee silence, and ego depletion partly mediated the relationship between job insecurity and employee silence. Perceived coworker support and career growth opportunity negatively moderated the relationship between job insecurity and ego depletion and also moderated the indirect effect of job insecurity on employee silence through ego depletion. Practical implications The study provides evidence for the positive effects of job insecurity on ego depletion, which, in turn, is significantly associated with employee silence. It highlights the important role of perceived coworker support and career growth opportunities in reducing employee negative perceptions and behaviors. Originality/value This empirical study provides preliminary evidence of the mediating role of ego depletion in the positive relationship between job insecurity and employee silence. The moderated mediation model also extends the existing finding by adding substantive moderators (perceived coworker support and career growth opportunity) to explain how the effect of job insecurity on employees’ behaviors unfolds.

Influence of Faculty Management Practices on Training of Quality Graduates in the Universities in Kenya

Training of quality graduates depends on how management practices in faculty management among other factors are addressed by each university. The researcher recognizes that there are different management practices applied at different levels in universities with a view to training quality graduates. However, this study focused on management practices applied by universities to support faculty in the training of quality graduates. The study followed the descriptive design in presenting the literature on faculty management practices. The data collection was based on a questionnaire developed to determine the influence of identified faculty management practices on the training of quality graduates in the universities. The participants were 120 university faculty members chosen from different universities in Kenya. Results were statistically analyzed using SPSS. The study established that there are significant differences across universities in adopting faculty managements practices in supporting faculty management practices that promote training and development across the Universities. Universities were noted to lack commitment to conduct regular training to meet the pedagogical needs of the faculty and also provide inadequate opportunities for career growth. Similarly, it was observed that most universities lacked comprehensive motivation and reward systems. This led to diminishing faculty commitment, high staff turnover, and relatively demotivated faculty.

Cause of Attrition in an Information Technology-Enabled Services Company

The purpose of this study is to identify the human resource and the contextual factors that catalyze employee attrition in an ITES organization. A triangulation approach used to understand the reasons for employee attrition including: conducting structured interviews with the employees upon the intimation of their intention to leave the organization as well as a follow up semi-structured interview six months post their official resignation. The study was analyzed using the word cloud qualitative data analysis technique, radar chart, correlation, paired sample t-test, chi-square, and ANOVA. This exploration affirms that human resource factors impact attrition while contextual factor generation influences the human resource factors. The study also indicates that employees feel comfortable to reveal their actual reason for leaving the organization only after a certain period post resignation. Managers should prioritize maintaining relationships with employees; ensure to provide employees with enriching job content and learning opportunities for career growth.

Generation Z participants of intellectual olympiads: labour market behavioral attitudes

One of the processes actively transforming the labour market is the entry of new generations with their own values and requirements for the quality of working life. The article aims to identify the distinctive features of values, which will determine behavior in the labour market, as well as attitudes towards the conditions and content of labour among participants in the olympiads – intellectual competitions for schoolchildren – as representatives of generation Z. The empirical basis of the study was the results of a Google-form survey of the olympiad movement participants in Russia. It was revealed that having the behavioral attitudes typical for Generation Z, the olympiads’ participants have a number of them more pronounced. For instance, when choosing a place of work the following determinants are more significant: the prospect of going abroad and the company's commitment to corporate social responsibility. Among less significant determinants, there are comfortable office space; distance from the office to the home; the possibility of upskilling within the company. Relatively more likely factors for the olympiads’ participants to quit the job are lack of opportunities for professional development and career growth; unfriendly corporate culture and unethical business practices; lack of opportunities to offer and implement own ideas. In terms of behavioral values in the labour market, differences between the olympiads’ participants and Generation Z as a whole are more significant than between subgroups of the olympiads’ participants. Despite a number of methodological limitations of this exploratory study, the results allow us to conclude that this area of within-generation research is promising for further analysis aimed at identifying cause-effect relationships to underpin HR decisions about recruitment and motivation as well as public policy decisions about the formation and support of talented youth.

Job satisfaction and potential opportunities for career growth among hotel employees: The case of Oman

As with other Gulf Cooperation Council countries, Oman is attempting to increase the number of citizens employed in its hospitality sector. Although several government initiatives have been launched to address this issue, the number of Omanis employed in the hospitality sector continues to be low. The current study aims to determine the causes for this disinterest within the hotel industry. Under the premise that the industry’s negative image stems from the experiences of existing Omani hotel employees, the current study investigates their job satisfaction, work-related challenges, and commitment to hotel employment. A mixed methods study was conducted among Omani employees of four- and five-star hotels in Muscat using focus-groups and a structured questionnaire. The results reveal strong dissatisfaction with financial compensation and the limited growth opportunities. The authors conclude that government intervention is required and, beyond improving entrance to hospitality employment, local authorities should be concerned with the growth and development of employees. Further theoretical and practical implications are discussed.

A Structural Model for Burnout and Work Engagement of Nurses in Long-term Care Hospitals: Application of the Expanded Job Demand-Job Resources Model

Purpose: This study aimed to develop and test a structural model for burnout and work engagement of nurses in long-term care hospitals. The hypothetical model was constructed on the basis of the expanded Job Demand-Job Resources Model by Xanthopoulou, Baker, Demerouti, and Schaufeli and previous studies related to nurses’ burnout and work engagement.Methods: The study participants included 232 nurses working in seven long-term care hospitals with over 100 bed located in Jeollanam-do and Jeollabuk-do. Data were collected from February 6 to February 16, 2020. Data were analyzed using descriptive statistics, Pearson’s correlation, and structural equation modeling by SPSS 21.0 and AMOS 21.0 programs.Results: The final model showed a good fit to the empirical data: The factors that influenced burnout of nurses in long-term care hospitals were resilience (β=-.37), emotional demands (β=.29), work overload (β=.24), organization-based self-esteem (β=-.19), and social support (β=-.18) explaining 60.5% of the variance. The factors that influenced work engagement for nurses in long-term care hospitals were resilience (β=.44), burnout (β=-.32), and career-growth opportunity (β=.18) explaining 66.4% of the variance.Conclusion: The model constructed in this study is recommended as a model to explain and predict the burnout and work engagement of nurses in long-term care hospitals. The results suggest that strategies for decreasing the burnout of nurses in long-term care hospitals should focus on resilience, emotional demands, work overload, organization-based self-esteem, and social support. In addition, strategies for increasing nurses’ work engagement should focus on resilience, burnout, career-growth opportunity, and social support.

Entrepreneurial Leadership and Entrepreneurial Performance in Start-Ups: A Moderated Serial Mediation Model.

The purpose of this study is to explore the impact of entrepreneurial leadership on entrepreneurial performance in start-ups. Specifically, a moderated serial mediation model was developed to investigate the mediating role of tacit knowledge sharing and job embeddedness and the moderating effect of career growth opportunities. Data was collected from 376 start-up employees via an online survey platform. Using hierarchical multiple regression and Hayes' PROCESS Macro by SPSS 21.0, and structural equation modeling by AMOS 23.0, support was found for both mediation and moderation effects. Results showed that entrepreneurial leadership significantly positively affects entrepreneurial performance by mediating with tacit knowledge sharing and job embeddedness. Moreover, career growth opportunities moderate the serial mediating effect of tacit knowledge sharing and job embeddedness between entrepreneurial leadership and entrepreneurial performance. This study provides theoretical guidance for entrepreneurial leadership to improve entrepreneurial performance.

Public perception of the wood products industry in Malaysia and its implication on the future workforce

Despite contributing almost RM 20 billion (USD 4.9 billion) in exports earnings annually, the public perception of the wood products industry in Malaysia remains unknown. Therefore, this study attempted to assess public perceptions about the industry in Malaysia among the public, including teenagers, based on 3,010 reliably answered questionnaire-surveys. Generally, the public perceived the wood products industry to be a low-wage economy, labor-intensive, predominated by foreign contract workers, and unsustainable in the long-term. In essence, the public appear to have stronger negative images of the industry compared to the positive images. The main drivers for such negative perceptions, identified through the factor analysis, were the prevailing business environment in the industry and its workforce characteristics. Consequently, teenagers and school-leavers tend to be less interested in pursuing a career in the industry, let alone pursuing further studies in the wood-related fields. The main reasons cited for this were the limited career growth opportunity due to the predomination of family-controlled small and medium-sized enterprises (SMEs) in the industry and the discouragements from family members and friends. The provision of reliable, timely, and transparent information is important to boost the public’s awareness and build positive beliefs and perception of the wood industry.

Pracovná spokojnosť s vybranými atribútmi personálnych aktivít v miestnej štátnej správe na Slovensku

Job satisfaction can generally be understood as a person's attitude towards his work. It affects the relationship to work, work behaviour and, while respecting other determining factors, affects the employee's performance. The impact of personnel procedures on job satisfaction has been an area of research for a long time. The study aims to determine the degree of job satisfaction of civil servants with selected attributes of personnel activities (remuneration, education, qualification development and evaluation) according to socio-demographic variables (gender, job position, location of the district office). The goal was also to find out and analyse the existence of statistical differences between socio-demographic variables and selected attributes of personnel activities. An author's questionnaire on civil servants' satisfaction with the attributes of personnel activities was used to obtain empirical data. The data were analysed using the Statistical Package for Social Sciences (SPSS). The highest level of job satisfaction among civil servants at district offices in the Slovak Republic was found with performance appraisal and the lowest with financial remuneration and career growth opportunities. The existence of statistically significant differences was identified with all sociodemographic variables. The most differences were found according to the location of the district office

The Effect of Entrepreneurial Leadership on Employees' Tacit Knowledge Sharing in Start-Ups: A Moderated Mediation Model.

BackgroundThis study explores the causal relationship between entrepreneurial leadership and employees’ tacit knowledge sharing in start-ups. Construct a moderated mediation model to test the mediating role of affective commitment and the moderating role of career growth opportunities.MethodsA questionnaire was used to collect data, and 485 samples of employees in Chinese start-ups were collected. Regression analysis and structural equation model were used to analyze data and verify hypotheses.ResultsThe study shows that entrepreneurial leadership has a significant positive effect on employees’ affective commitment and tacit knowledge sharing. Affective commitment plays a mediating effect between entrepreneurial leadership and employees’ tacit knowledge sharing. Career growth opportunities play a positive moderating role in the impact of entrepreneurial leadership on affective commitment and tacit knowledge sharing, and positively moderate the indirect effect of entrepreneurial leadership on tacit knowledge sharing through affective commitment.ConclusionThe research illustrates that the managers of start-ups can improve employees’ affective commitment by giving full play to entrepreneurial leadership and combining the career growth opportunities provided by the organization. Employees’ tacit knowledge sharing behavior is stimulated, providing guiding value for knowledge management and the human resource management of start-ups.

Employee retention through effective human resource management practices in Maldives: Mediation effects of compensation and rewards system

PURPOSE: The purpose of this study is to examine the effects of human resource management (HRM) practices on employee retention mediated by reward and compensation. Also, this study has examined the moderating role of performance appraisal, and training and development on the relationship between HRM practices and employee retention. METHODOLOGY: A sample of 250 respondents among the employees working in the retail sector in Capital City of Maldives was selected using the random probability sampling technique. A structured questionnaire was distributed, and data was collected. Structural equation modeling analysis was carried out to examine the causal effect of HRM practices on employee retention. FINDINGS: The results showed that reward and compensation (R&C) practices had significant and positive effects on employee retention. However, the study found no significant effect of career development, training and development, and performance appraisal on employee retention. In terms of mediating effects, R&C had significantly positive mediating effects on the relationship between training and development (T&D) and employee retention as well as on the relationship between performance appraisal and employee retention. However, there were no moderating effects between performance appraisal as well as T&D and employee retention. Therefore, it was concluded that increasing the positive perception towards HRM practices, particularly R&C practices in the retail sector of Maldives, causes an increase in employee retention (ER). Also, it was concluded that HRM practices such as R&C mediate the relationship between Training and Development (T&D) and Employee Retention along with the relationship between Performance Appraisal (PA) and ER. This means, indirectly PA and T&D can increase ER in the retail sector of Maldives. Similarly, we conclude that there is no moderating effect of PA and T&D in the relationship between HRM practices and ER. The overall conclusion is that R&C has a partial mediating effect on the relationship between HRM practices and ER. IMPLICATIONS: This study contributes to the current knowledge of HRM by confirming that reward and compensation is a key determinant and a significant mediator for employee retention. This study contributes to developing new knowledge in the theoretical domains of HRM practices. In particular, the findings of the study strengthen Hertzberg‘s Two-Factor theory by confirming that career growth opportunities, advancement and salary significantly determine employee retention. This showed that both motivators and hygiene factors are crucial in retaining employees. In practice, the findings also enable managers to make new organizational and HRM policy decisions on improving and enhancing employee retention. This study can be useful for organizational management to formulate effective reward and compensation policies. This study signifies the importance of training and development and performance appraisal by linking these with reward and compensation practices. ORIGINALITY AND VALUE: This could be one of the pioneering studies carried out in the retail sector of Maldives by examining the four constructs of human resource management practices to shed light on how retail sector business organizations in Maldives make decisions on improving employee retention. Furthermore, the current study indicated that reward and compensation have full mediating effects on the relationship between employee retention and training and development as well as performance appraisal. This filled the existing research gaps by adding value to the existing literature. Moreover, the current study adds practical values by confirming that reward and compensation should be emphasized to retain employees through other human resource management practices in the retail sector of Maldives.

КОНКУРЕНТОСПРОМОЖНІСТЬ БІЗНЕС-ОРГАНІЗАЦІЇ НА РИНКУ ПРАЦІ: ІНСТРУМЕНТИ ПІДВИЩЕННЯ В ЦИФРОВОМУ СЕРЕДОВИЩІ

The rapid development of digital technologies, globalization, and the spread of remote employment have changed the landscape of labor markets and necessitated an increase in the scope of employer brand broadcasting, especially when recruiting talent remotely. In such conditions, business organizations should additionally stimulate strategic processes in the digital environment, which include the creation of a unique workplace that attracts talents whose knowledge and skills are necessary to achieve the goals and objectives of the organization to increase competitiveness in the labor market. Digital transformations of the labor market, the emergence of a digital ecosystem of the labor market require the development of new approaches to the formation of the competitiveness of a business organization on the labor market in a digital environment. Employer branding has now become synonymous with employee engagement, and in the context of digitalization, information about organizational culture, leadership, reward policies, and career growth opportunities has a direct impact on the desired image of the company. Peculiarities of conducting search processes and attracting personnel in such conditions require a detailed study and strategic planning of the problems of increasing the competitiveness of a business organization in the labor market, in the digital aspect. The purpose of the study is to generalize methods and tools for increasing the competitiveness of a business organization on the labor market in a digital environment. To achieve the goal, the peculiarities of the modern formation of the employer's brand in the digital age have been analyzed; analyzed the current practice of using digital solutions by business organizations to attract personnel and developed recommendations for using digital HR marketing strategies to increase the competitiveness of business organizations on the labor market. HR teams of business organizations do not always effectively use modern marketing digital tools to fight for talent, which was confirmed by the analysis of companies' use of digital solutions for attracting personnel in Ukraine. To effectively form and increase the competitiveness of a business organization on the labor market, it is necessary to use digital HR marketing strategies: updating the career sites of business organizations; using e-mail and messengers to attract candidates; development of social recruiting; broadcasting the image of corporate culture in the digital environment; coordination of personnel management with marketing; organizing effective work on LinkedIn. A consistent way of formulating a digital HR marketing strategy takes out the marketing and HR partnerships. The directions of further research should be the development of conceptual approaches to the formation of competitiveness in the labor market using the modern digital ecosystem of the labor market, digital technologies of personnel management and digital marketing.