IDEAS home Printed from https://ideas.repec.org/a/rai/zfpers/doi_10.1688-1862-0000_zfp_2010_04_grieger.html
   My bibliography  Save this article

Strategische Bindung der Ressourcen von Fach- und Fuehrungskraeften. Beurteilung und Umsetzung in Unternehmen (Strategies to Retain Resources of Specialists and Executives. Managerial Assessments and Implementation)

Author

Listed:
  • Juergen Grieger
  • Renate Ortlieb
  • Heike Pantelmann
  • Barbara Sieben

Abstract

In diesem Beitrag wird analysiert, welche Strategien zur Bindung der Ressourcen von Fach- und Fuehrungskraeften, d.h. ihrer fuer den Unternehmenserfolg bedeutsamen Kompetenzen, in Unternehmen als geeignet beurteilt und welche tatsaechlich umgesetzt werden. Auf der Basis der Ressourcenabhaengigkeitstheorie von Pfeffer und Salancik und von Etzionis Ansatz der Compliance-Beziehungen entwickeln wir eine Typologie bestehend aus fuenf Bindungsstrategien, mit denen der Zufluss und der Erhalt kritischer Ressourcen gesichert werden koennen. Die Ergebnisse einer Clusteranalyse auf der Basis der Befragung von 159 Personalmanagern der hoechsten Leitungsebene in deutschen Unternehmen unterstuetzen unsere theoretischen Ueberlegungen zu dieser Typologie. Zugleich zeigt sich eine Diskrepanz zwischen der Beurteilung von Bindungsstrategien und deren Umsetzung, die wir nicht vollstaendig erklaeren koennen. Wir diskutieren Implikationen fuer die Personalpraxis und -forschung. Der Beitrag zur Forschung liegt insbesondere im Fokus auf die organisationale Ebene sowie in der Anwendung der Ressourcenabhaengigkeitstheorie, mit der wir den Blick fuer die Verknuepfung von Personalbindung, Personalgewinnung und Wissensmanagement als komplementaere Praktiken der Ressourcenbindung oeffnen. (In this study, we analyze which strategies HR managers regard as appropriate to retain specialists’ and executives’ resources, i.e. their strategically relevant competences, and which strategies HR managers actually use. On the basis of compliance theory and resource dependence theory we develop a taxonomy of five retention strategies that are apt to secure the accrual and retention of critical resources. The results of a cluster analysis based on data from interviews with top HR managers of 159 German companies support our theoretical considerations. At the same time, they reveal a large gap between the assessment of the appropriateness of retention strategies and their implementation, that we cannot explain completely. We discuss implications for managerial practice and research. Our contribution to HR research stems in particular from our focus on the organizational level of company retention practices and by applying resource dependence theory to explain a company’s choice of retention strategies. This perspective highlights the close relationship between employee retention, recruitment and knowledge management as complementary strategies to retain resources.)

Suggested Citation

  • Juergen Grieger & Renate Ortlieb & Heike Pantelmann & Barbara Sieben, 2010. "Strategische Bindung der Ressourcen von Fach- und Fuehrungskraeften. Beurteilung und Umsetzung in Unternehmen (Strategies to Retain Resources of Specialists and Executives. Managerial Assessments and ," Zeitschrift fuer Personalforschung. German Journal of Research in Human Resource Management, Rainer Hampp Verlag, vol. 24(4), pages 338-362.
  • Handle: RePEc:rai:zfpers:doi_10.1688/1862-0000_zfp_2010_04_grieger
    as

    Download full text from publisher

    File URL: http://www.hampp-verlag.de/hampp_e-journals_ZfP.htm#410
    Download Restriction: no

    More about this item

    Keywords

    retention management; resource dependence theory; cluster analysis;

    JEL classification:

    • J20 - Labor and Demographic Economics - - Demand and Supply of Labor - - - General
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • M50 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - General
    • M51 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Firm Employment Decisions; Promotions
    • M54 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Labor Management

    Statistics

    Access and download statistics

    Corrections

    All material on this site has been provided by the respective publishers and authors. You can help correct errors and omissions. When requesting a correction, please mention this item's handle: RePEc:rai:zfpers:doi_10.1688/1862-0000_zfp_2010_04_grieger. See general information about how to correct material in RePEc.

    For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Rainer Hampp). General contact details of provider: http://www.hampp-verlag.de/ .

    If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.

    We have no references for this item. You can help adding them by using this form .

    If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your RePEc Author Service profile, as there may be some citations waiting for confirmation.

    Please note that corrections may take a couple of weeks to filter through the various RePEc services.

    IDEAS is a RePEc service hosted by the Research Division of the Federal Reserve Bank of St. Louis . RePEc uses bibliographic data supplied by the respective publishers.