The affection of the employees during the turnover and its impact on the knowledge continuity

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F60460709%3A41110%2F11%3A50995" target="_blank" >RIV/60460709:41110/11:50995 - isvavai.cz</a>

Výsledek na webu

—

DOI - Digital Object Identifier

—

Jazyk výsledku

angličtina

Název v původním jazyce

The affection of the employees during the turnover and its impact on the knowledge continuity

Popis výsledku v původním jazyce

Employees? knowledge represents the most valuable asset of organizations and their potential consists in precondition for any organization?s success. The article is dealing with the identification of causes of employees? dissatisfaction that determines the turnover of knowledge employees and the level of impulsivity and affectivity they create. The speedy and unexpected leaving of an employee hinders the transfer of knowledge and its loss by the organization. If an employee evaluates the organizationalcircumstances as unsatisfactory, their affectivity rises, which may lead to a sudden and abrupt leaving of the organization. Moreover, an unsatisfied employee is not willing to share his/her knowledge. The outcomes of the survey provide a specification and causes employees? affectivity together with recommendations how to minimise their impact and thus eliminate employees? unexpected decisions to leave and loss of knowledge.

Název v anglickém jazyce

The affection of the employees during the turnover and its impact on the knowledge continuity

Popis výsledku anglicky

Employees? knowledge represents the most valuable asset of organizations and their potential consists in precondition for any organization?s success. The article is dealing with the identification of causes of employees? dissatisfaction that determines the turnover of knowledge employees and the level of impulsivity and affectivity they create. The speedy and unexpected leaving of an employee hinders the transfer of knowledge and its loss by the organization. If an employee evaluates the organizationalcircumstances as unsatisfactory, their affectivity rises, which may lead to a sudden and abrupt leaving of the organization. Moreover, an unsatisfied employee is not willing to share his/her knowledge. The outcomes of the survey provide a specification and causes employees? affectivity together with recommendations how to minimise their impact and thus eliminate employees? unexpected decisions to leave and loss of knowledge.

Druh

J_x - Nezařazeno - Článek v odborném periodiku (Jimp, Jsc a Jost)

CEP obor

AE - Řízení, správa a administrativa

OECD FORD obor

—

Projekt

—

Návaznosti

Z - Vyzkumny zamer (s odkazem do CEZ)<br>S - Specificky vyzkum na vysokych skolach

Rok uplatnění

2011

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

Scientia Agriculturae Bohemica

ISSN

1211-3174

e-ISSN

—

Svazek periodika

42

Číslo periodika v rámci svazku

3

Stát vydavatele periodika

CZ - Česká republika

Počet stran výsledku

9

Strana od-do

125-133

Kód UT WoS článku

—

EID výsledku v databázi Scopus

—