msueconВестник Московского университета. Серия 6. ЭкономикаLomonosov Economics Journal0130-0105MSUPRESS10.38050/MSU0130-0105-6-58-1-5msuecon-775Research ArticleВОПРОСЫ УПРАВЛЕНИЯMANAGEMENT ISSUESВлияние личностных характеристик талантливых сотрудников на их добровольное увольнениеInfluence of talents personal charactersitics on their voluntary turnoverhttps://orcid.org/0000-0001-5187-7169ВолченкоТ. В.VolchenkoT. V.

Волченко Татьяна Вячеславна — аспирант Высшей школы бизнеса

Москва

Moscow

tvolchenko@hse.ruНИУ "Высшая школа экономики"РоссияHSE UniversityRussian Federation20231601202358186109Copyright © Волченко Т.В., 20232023Волченко Т.В.Volchenko T.V.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://msuecon.elpub.ru/jour/article/view/775

Несмотря на рост интереса к вопросам управления талантливыми сотрудниками, в литературе до сих пор не сформировалось исследовательского консенсуса относительно характеристик и особенностей трудового поведения этой группы работников. В качестве одного из подходов выделяется объективный взгляд, постулирующий о том, что формирует и влияет на поведение талантливого сотрудника набор их личностных характеристик. В работе проводится попытка определить перечень этих характеристик и оценить их влияние не трудовое поведение. Перечнем характеристик выступили личностные параметры, содержащиеся в модели «Большой пятерки». В качестве формы трудового поведения — добровольное увольнение. Эмпирической базой исследования стали данные о реализации программы управления талантливыми сотрудниками в международном аэропорту «Шереметьево». Построена эконометрическая пробит-модель, где в качестве объясняемой переменной использовался факт добровольного увольнения талантливого сотрудника в течение первого года после трудоустройства. Внимание к увольнениям в первый год связано с попыткой снизить влияние факторов, формирующих устойчивое отношение к характеристикам рабочего места — удовлетворенности трудом и приверженности организации. Набор независимых переменных помимо личностных характеристик представлен организационными и социально-демографическими характеристиками. Результаты оценивания подтвердили гипотезы о влиянии более высоких значений открытости опыту, добросовестности, невротизма и экстраверсии вне зависимости от организационного контекста, на вероятность добровольного увольнения. Результаты исследования позволили провести эмпирическую оценку объективного подхода к талантливым сотрудникам на российском рынке труда и могут быть использованы для верификации в других корпоративных контекстах или при попытке оценить их устойчивость при более длительном стаже работы. В практической плоскости выводы могут быть использованы для развития персонализированных практик управления талантливыми сотрудниками в российских компаниях.

Despite the growing interest in talent management issues, there is still no consensus in the literature regarding the characteristics and features of talented employees work behavior. One of the approaches stands out as an objective view postulating that there are a set of personal characteristics, which determine an employee as a talented one and influence their labor behavior. This research attempts to identify a list of these personal characteristics and assess their impact on work behavior. The list of characteristics incorporates personality dimensions contained in the Big Five model. As a form of labor behavior is voluntary resignation. The research empirical base is the data on the talent management program at Sheremetyevo International Airport. We constructed econometric probit model, where the fact that a talented employee voluntarily quit during the first year of employment was used as an explanatory variable. The focus on resignations in the first year is related to an attempt to reduce the influence of factors that form sustainable attitudes towards job characteristics — satisfaction and loyalty to the organization. The set of independent variables is represented by organizational and socio-demographic characteristics in addition to personal characteristics. The results confirmed the hypotheses on the influence of higher values of openness to experience, conscientiousness, neuroticism, and extraversion, regardless of the organizational context, on the probability of voluntary turnover. The findings provide an empirical assessment of the objective approach to talent in the Russian labor market and can be used for verification in other corporate contexts or while trying to assess their sustainability with a longer work experience. In practical terms, the findings can be used to develop personalized talent management practices in Russian companies.

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The authors declare that there are no conflicts of interest present.