Impact of Effective Succession Planning Practices on Employee Retention: Exploring the Mediating Roles

Syed Najam ul Hassan, D. Siddiqui
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引用次数: 13

Abstract

Succession planning (SP) and employee retention (ER) are mutually reinforcing. Meaning ineffective succession planning leads to turnover, and that would, in turn, make the succession plan ineffective. Hence the big challenge is to find how SP affects ER. For this, we proposed a model explaining the mediation effect of various factors on SP-ER nexus. We hypothesize that proper Succession planning produces a positive effect on Performance Goal Orientation, Supervisor Support, Working Environment, Rewards, Work-life Policies, Career Development, and Job Security. And these factors, in turn, lead to employee retention. We further assumed that the ER would lead to Organizational Effectiveness. To establish its empirical validity, we conducted a survey using a close-ended questionnaire. Data was gathered from 300 respondents who are serving in the middle and lower level of management in the private organizations in Pakistan. Data analysis was done through the descriptive statistics, partial least square (PLS), and Structural Equation Modeling (SEM) with the help of SmartPLS3. The findings indicated that effective succession planning practices had a meaningful, favorable connection with employee retention and out of seven mediators, only three mediators i.e. job security, rewards, and supervisor support significantly mediated the association between effective succession planning practices and employee retention. Succession planning also seems to significantly affect the working environment, work-life policies, and career development. Results also exhibited that there’s an insignificant link between effective succession planning practices and organizational effectiveness and also there is no positive relationship between employee retention and organizational effectiveness.
有效的继任计划实践对员工保留的影响:探讨中介作用
继任计划(SP)和员工保留(ER)是相辅相成的。这意味着无效的继任计划会导致人员流动,而这反过来又会使继任计划无效。因此,最大的挑战是找出SP如何影响ER。为此,我们提出了一个模型来解释各因素对SP-ER联结的中介作用。我们假设适当的继任计划对绩效目标导向、主管支持、工作环境、奖励、工作-生活政策、职业发展和工作保障产生积极影响。而这些因素反过来又会导致员工留任。我们进一步假设ER会导致组织效率。为了验证其实证有效性,我们采用封闭式问卷进行了调查。数据收集自300名受访者,他们在巴基斯坦的私营组织中担任中下层管理人员。在SmartPLS3的帮助下,通过描述性统计、偏最小二乘(PLS)和结构方程建模(SEM)进行数据分析。研究发现,有效的继任计划实践与员工留任之间存在显著的正向关系,在7个中介因子中,只有工作保障、奖励和主管支持这3个中介因子在有效的继任计划实践与员工留任之间起着显著的中介作用。继任计划似乎也对工作环境、工作-生活政策和职业发展产生重大影响。结果还显示,有效的继任计划实践与组织有效性之间存在不显著的联系,员工保留与组织有效性之间也不存在正相关关系。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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