一个用于理解并提升人才留任作为IT组织竞争优势的可操作框架
An Actionable Framework for Understanding and Improving Talent Retention as a Competitive Advantage in IT Organizations
AI总结：
本文基于21位IT经理访谈，提出一个可操作的IT人才留任框架，涵盖因素、障碍与策略，强调除薪酬外还需关注心理安全、工作生活平衡等要素，以提升组织竞争力。
摘要：
在快速演变的全球商业环境中，对软件的需求加剧了组织之间的竞争，导致软件组织在留住高素质IT成员方面面临挑战。IT组织面临的问题之一是留住这些战略性专业人员，即人才。本文提出了一个用于IT组织人才留任（TR）的可操作框架。该框架基于我们对21位IT经理进行访谈所获得的发现。TR框架是我们的主要研究成果。我们的框架涵盖了一组因素、情境特征、障碍、策略和应对机制。我们的发现表明，软件工程师可以与其他专业群体区分开来，除了有竞争力的薪酬外，还应考虑在IT组织中留住人才的其他要素，例如心理安全、工作与生活的平衡、积极的工作环境、创新且具有挑战性的项目以及灵活的工作方式。对这些因素的更好理解可以指导IT经理通过应对软件工程挑战、识别重要要素以及在个人、团队和组织层面探索策略来改进人才管理流程。
英文摘要：
In the rapidly evolving global business landscape, the demand for software has intensified competition among organizations, leading to challenges in retaining highly qualified IT members in software organizations. One of the problems faced by IT organizations is the retention of these strategic professionals, also known as talent. This work presents an actionable framework for Talent Retention (TR) used in IT organizations. It is based on our findings from interviews performed with 21 IT managers. The TR Framework is our main research outcome. Our framework encompasses a set of factors, contextual characteristics, barriers, strategies, and coping mechanisms. Our findings indicated that software engineers can be differentiated from other professional groups, and beyond competitive salaries, other elements for retaining talent in IT organizations should be considered, such as psychological safety, work-life balance, a positive work environment, innovative and challenging projects, and flexible work. A better understanding of factors could guide IT managers in improving talent management processes by addressing Software Engineering challenges, identifying important elements, and exploring strategies at the individual, team, and organizational levels.
机构、总结、中文摘要均由AI分析而来，可能存在错误，请以论文正文为准。
