Papers by Dr. Lucie Tuttle
International Journal of Research in Human Resource Management, 2025
This study explores non-monetary strategies employed by IT talent acquisition managers to retain ... more This study explores non-monetary strategies employed by IT talent acquisition managers to retain niche employees in a highly competitive digital landscape. Focusing on factors such as work-life balance, organizational culture, and job design, the research adopts a qualitative pragmatic inquiry approach. It draws on the Job Characteristics Model, Job Characteristics Theory, and Expectancy Theory to examine how these factors influence long-term retention. Findings emphasize that successful retention strategies extend beyond traditional compensation models, with a focus on psychological empowerment, flexible work arrangements, and professional development opportunities. The study highlights the importance of creating an organizational culture that fosters knowledge sharing, innovation, and continuous learning. Results also indicate that work-life balance and career growth are key drivers of retention for niche IT talent. The research provides actionable insights for talent acquisition managers, suggesting that comprehensive retention strategies addressing both personal well-being and professional growth are essential for maintaining a skilled workforce. Despite methodological limitations, including a small sample size and reliance on self-reported data, the study contributes valuable knowledge to both academic and professional practice. It underscores the need for context-specific retention strategies to navigate the challenges of retaining specialized IT professionals in a rapidly evolving technological landscape.
Ineffective retention strategies for niche information technology (IT) employees can negatively i... more 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.
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Papers by Dr. Lucie Tuttle