Quản trị nhân tài và giữ chân nhân viên: Vai trò điều tiết của hợp đồng tâm lý
DOI:
https://doi.org/10.24311/jabes/2026.37.02.2Từ khóa:
Giữ chân nhân viên, Cảm nhận bất an công việc, Thương hiệu tuyển dụng, Hợp đồng tâm lý, Quản trị nhân tàiTóm tắt
Quản trị nhân tài được xem là đòn bẩy chiến lược nhằm nâng cao khả năng giữ chân nhân viên trong bối cảnh ngành xây dựng có mức độ biến động lao động cao. Nghiên cứu này kiểm định tác động của quản trị nhân tài đến giữ chân nhân viên tại các doanh nghiệp xây dựng ở TP. Hồ Chí Minh, đồng thời xem xét vai trò trung gian của thương hiệu tuyển dụng và cảm nhận bất an công việc, đặc biệt làm rõ vai trò điều tiết của hợp đồng tâm lý. Dữ liệu khảo sát từ 355 nhân viên được phân tích bằng phương pháp PLS-SEM. Kết quả cho thấy quản trị nhân tài không tạo ra tác động trực tiếp cùng chiều đến giữ chân nhân viên, nhưng lại tác động gián tiếp đáng kể thông qua hai cơ chế: (1) củng cố thương hiệu tuyển dụng, từ đó làm gia tăng xu hướng ở lại; và (2) làm giảm cảm nhận bất an công việc, qua đó cải thiện khả năng giữ chân. Trong đó, thương hiệu tuyển dụng đóng vai trò trung gian nổi bật và gần như truyền dẫn phần lớn tác động của quản trị nhân tài đến giữ chân nhân viên. Đáng chú ý, hợp đồng tâm lý làm mạnh hơn hiệu quả của quản trị nhân tài trong việc củng cố thương hiệu tuyển dụng, giảm bất an công việc và nâng cao giữ chân, cho thấy các thực hành nhân tài chỉ phát huy hiệu quả khi doanh nghiệp thực thi cam kết một cách nhất quán và đáng tin cậy
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