Date of Conferral
9-24-2024
Degree
Doctor of Business Administration (D.B.A.)
School
Business Administration
Advisor
Dr. Kim Critchlow
Abstract
Ineffective retention strategies for niche information technology (IT) employees can negatively impact business technological capabilities. Talent acquisition managers who struggle to retain niche IT employees beyond 2 years are at a high risk of business instability. Grounded in the job characteristics model, job characteristics theory, and expectancy theory, the purpose of this pragmatic qualitative inquiry was to explore strategies IT talent acquisition managers use to retain niche employees beyond 2 years. The participants were six IT talent acquisition managers who had effectively implemented strategies to retain niche employees beyond 2 years. Data were collected using semistructured interviews, public websites, and public documents, current and archival. Using thematic analysis, five themes were identified: (a) employee retention, (b) employee performance, (c) job autonomy, (d) employee development, and (e) task assignment strategies. A key recommendation is for IT talent acquisition managers to prioritize understanding their employees' professional development and continuous learning needs to improve retention. This study has implications for positive social change, in that by recognizing the value of each employee's contributions and investing in their growth, organizations can promote the dignity and worth of individuals in the workplace, which can extend to their roles in society.
Recommended Citation
Tuttle, Lucie, "Successful Strategies Used by Information Technology Talent Acquisition Managers to Retain Niche Employees" (2024). Walden Dissertations and Doctoral Studies. 16413.
https://scholarworks.waldenu.edu/dissertations/16413
