استراتژی های حفظ رهبری برای کارکنان اسپانیایی در نیروی کار شرکت
Abstract: Employee turnover and retention is a common issue among many corporate organizations. Although companies invest time and money to increase workforce diversity, results of existing research suggest a lack of effective retention strategies for Hispanic employees in large corporations. This qualitative phenomenological study focused on exploring the lived experiences of Hispanic employees as these experiences related to the retention efforts of their current or former Fortune 500 employers. Conceptually, the study was framed around the idea of turnover and retention in order to understand the factors that influence turnover, to examine the factors that relate to retention, and to evaluate multiple retention strategies and incentives. The data collection process consisted of in-depth interviews of ten participants who identified themselves as being of Hispanic (or Latino) origin and who were current or former employees of Fortune 500 companies. All interviews were audio recorded, transcribed, and imported into NVivo for organization and ease of data management. The analysis of extracted key words, phrases, and blocks of statements from the transcription subsequently led to the identification of prevalent themes. When it came to the experiences of Hispanics currently or formerly employed at Fortune 500 companies, participants felt that company culture, training, compensation, management, and different types of incentives were factors that played vital roles in retention efforts. The results of the study provided a clearer understanding of the strategies and incentives that corporate leaders can use in order to retain Hispanic employees in the corporate workforce.