Innovation Management in Defensive Organizations

Innovation Management in Defensive Organizations

Developing a Management Model for the Retention Challenges of Innovative Employees in Public Organizations

Document Type : Original Article

Authors
niloofar noobahari 1
hasan boudlaei 2
mojtaba amiri 3
1 PhD student in Public Administration, Kish International Campus, University of Tehran, Kish, Iran
2 Assistant Professor, Department of Public Administration, Kish International Campus, University of Tehran, Kish, Iran
3 Associate Professor, Department of Leadership and Human Capital, Faculty of Management, University of Tehran, Iran
10.22034/qjimdo.2025.511102.1740
Abstract
Background & Purpose: Innovative employees are among the most valuable strategic assets of public organizations, playing a fundamental role in enhancing the quality of public services, fostering innovation, and improving organizational effectiveness. However, various organizational and environmental constraints have posed significant challenges to the retention of these employees. Therefore, the present study aimed to develop a model for managing the challenges of retaining innovative employees in public organizations.
Methodology: This applied qualitative study was conducted using the systematic grounded theory approach. The participants consisted of experts in human resource management, senior managers, and specialists from public organizations, who were selected through purposive and snowball sampling techniques. Data were collected through semi-structured interviews and analyzed using the processes of open, axial, and selective coding.
Findings: The findings revealed that managing the challenges of retaining innovative employees in public organizations is influenced by a set of causal conditions, including innovative human capital, understanding employees' needs and expectations, reciprocal relationships between the organization and employees, and employees' professional capabilities. The core phenomenon identified in this study was the management of innovative employee retention challenges, which is shaped by creating positive employee experiences, value creation, mutual trust and interaction, and fostering employee retention. Furthermore, an innovation-oriented organizational culture, organizational structure and systems, the work environment and organizational infrastructure, and the characteristics of public organizations were identified as contextual conditions. Organizational and managerial support, organizational communication systems, value creation and motivational systems, and organizational infrastructure were identified as intervening conditions. The principal strategies included employee empowerment and development, strengthening organizational participation and interaction, establishing motivational and retention systems, and promoting a culture of innovation and learning. The implementation of these strategies resulted in enhanced individual employee outcomes, strengthened organizational human capital, improved organizational performance and effectiveness, and the achievement of strategic outcomes.
Conclusion: Managing the challenges of retaining innovative employees requires a systematic and multidimensional approach that simultaneously emphasizes human capital development, the strengthening of organizational culture and infrastructure, managerial support, employee value creation, and the establishment of empowerment and motivational systems. The proposed model provides a comprehensive framework for public organizations to effectively address the challenges associated with retaining innovative employees.
Keywords
Retention Challenge Management
Innovative Employees
Public Organizations.
Subjects
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