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dc.contributor.advisorBenjamin, Scott
dc.contributor.authorJimenez, William Ricardo
dc.date.accessioned2019-09-18T19:48:43Z
dc.date.available2019-09-18T19:48:43Z
dc.date.created2019-05
dc.date.issued2019-05
dc.date.submittedMay 2019
dc.identifier.urihttp://hdl.handle.net/11141/2902
dc.descriptionThesis (Ph.D.) - Florida Institute of Technology, 2019.en_US
dc.description.abstractEmployee attraction and retention remain one of the biggest difficulties faced by employers in the United States. One way for firms to combat this issue is through the creation of dynamic capabilities. Dynamic capabilities are processes developed by a company that are based on its history, asset positioning, and process changes which could potentially lead firms to a competitive advantage. The purpose of this study was to explore whether a dynamic capability could be created through a firm’s Human Resource Management (HRM). More specifically, the study examined the relationship between a business’s HRM through the creation of a dynamic capability composite variable and a firm’s employee attraction and retention. A survey was developed and distributed to three associations in the construction trade, the Association of General Contractors, Association of Builders and Contractors, and the Home Builders and Contractors Association, totaling 526 companies. Of those businesses surveyed, 68 firms completed the survey, which equated to a 12.92% completion rate. The results were analyzed using a bivariate correlation and indicated that there was a strong positive correlation between a firm’s HRM and the creation of a dynamic capability. This connection suggests that firms who are better utilizing their HRM have the potential of attracting more salaried employees to a company. The study also found that there was no significant correlation between a firm merely investing into its HRM and the attraction or retention of its employees.en_US
dc.format.mimetypeapplication/pdf
dc.language.isoen_USen_US
dc.rightsCC BY 4.0en_US
dc.rights.urihttp://creativecommons.org/licenses/by/4.0/legalcodeen_US
dc.subjectBenefitsen_US
dc.subjectConstruction Industryen_US
dc.subjectConstruction Managersen_US
dc.subjectDemographicsen_US
dc.subjectDynamic Capabilitiesen_US
dc.subjectEmployee Attractionen_US
dc.subjectFormal Human Resourcesen_US
dc.subjectGeneral Contractorsen_US
dc.subjectHuman Resource Managementen_US
dc.subjectInvoluntary Turnoveren_US
dc.subjectLabor Shortagesen_US
dc.subjectOpportunities for Growthen_US
dc.subjectOrdinary Capabilitiesen_US
dc.subjectOrganizational cultureen_US
dc.subjectOrganizational Imageen_US
dc.subjectOvertime Worken_US
dc.subjectSkill Shortagesen_US
dc.subjectSpecialty Trade Contractorsen_US
dc.subjectSubcontractorsen_US
dc.subjectTrainingen_US
dc.subjectVoluntary Turnoveren_US
dc.titleTransforming Human Resource Management into a Dynamic Capability and the Effects on Employee Attraction and Retentionen_US
dc.typeDissertationen_US
dc.date.updated2019-08-20T15:06:00Z
thesis.degree.nameDoctor of Business Administrationen_US
thesis.degree.levelDoctoralen_US
thesis.degree.disciplineBusiness Administrationen_US
thesis.degree.departmentBusinessen_US
thesis.degree.grantorFlorida Institute of Technologyen_US
dc.type.materialtext


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