Αναλυτική δεδομένων για τη συγκράτηση των υπαλλήλων ταλέντων στην ψηφιακή εποχή : μελέτη περίπτωσης στον κλάδο του λιανικού εμπορίου

Νικολουδάκης, Δημήτριος - Παναγιώτης

Doctoral Thesis

Author

Νικολουδάκης, Δημήτριος - Παναγιώτης

Date

2026

Abstract

This doctoral dissertation investigates the strategic application of data analytics in Human Resource Management (HRM), focusing on talent retention within the retail sector. In an era characterized by digital transformation, workforce mobility, and increasing organizational complexity, the study examines how data-driven decisionmaking can support evidence-based human resource strategies aimed at reducing voluntary employee turnover and strengthening organizational retention capability. The research addresses the persistent gap between the extensive collection of employeerelated information and its systematic utilization for strategic decision-making. Drawing upon Herzberg's Two-Factor Theory, Social Exchange Theory, and Job Embeddedness Theory, the dissertation develops an integrated conceptual framework that operationalizes key organizational constructs into measurable indicators capable of supporting predictive HR analytics. Methodologically, the study adopts a pragmatic mixed-methods case study design within a large retail organization. The quantitative component is based on secondary analysis of organizational exit survey data. The research process initially involved 2,313 processed records extracted from the organization's HR information system and prepared in SPSS. Following a structured data cleaning and quality assurance procedure, 1,636 valid employee cases remained available for statistical processing. The final analytical dataset consisted of 1,043 complete observations, which satisfied all inclusion criteria and contained the information required for multivariate statistical analyses. This sequential filtering process ensured data integrity, analytical consistency, and methodological transparency. The qualitative component complements the quantitative findings through 15 semi-structured interviews conducted with senior Human Resource executives of large organizations, university academics, and specialized HR researchers. The thematic analysis of these interviews provided contextual interpretation of the statistical findings, enriched the understanding of employee turnover dynamics, and contributed to the triangulation of the research results. The empirical analysis demonstrates how integrated HR Analytics can identify the organizational factors most strongly associated with employee retention while supporting proactive managerial interventions. The dissertation further proposes a practical analytical framework capable of assisting organizations in prioritizing evidence-based retention strategies, improving employee experience, and enhancing strategic workforce planning. Overall, the study contributes both theoretically and practically by integrating contemporary HR Analytics methodologies with established organizational behaviour theories into a unified decision-support framework for talent retention in the retail industry.

Department

Σχολή Οικονομικών, Επιχειρηματικών και Διεθνών Σπουδών. Τμήμα Οικονομικής Επιστήμης

Number of pages

315

Language

Greek

URI

https://dione.lib.unipi.gr/xmlui/handle/unipi/19746

Collections

Τμήμα Οικονομικής Επιστήμης

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Except where otherwise noted, this item's license is described as
Αναφορά Δημιουργού-Μη Εμπορική Χρήση-Όχι Παράγωγα Έργα 3.0 Ελλάδα