Methodology Article
Predicting Employee Turnover in South Korea: Transformer-Based NLP with Cultural Context
Issue:
Volume 13, Issue 3, September 2025
Pages:
58-63
Received:
27 May 2025
Accepted:
12 June 2025
Published:
4 July 2025
Abstract: This study introduces a BERT-based framework integrating cultural variables (e.g., hierarchical titles, collectivist norms) to predict employee turnover through semantic analysis of South Korean job postings. We collected 10,000 job ads from major platforms, culturally annotated them, and utilized 2,932 enterprise employee records. After fine-tuning KoBERT, we developed an NLP-survival hybrid model achieving an F1-score of 0.89 (95% CI [0.86-0.92]), significantly outperforming CNN (F1=0.78) and Logistic Regression (F1=0.72) baselines. Cultural variables critically influence turnover: emphasizing "loyalty" reduced risk by 18%, while hierarchical terms increased it by 30%. Enterprises can optimize job ads (e.g., reducing hierarchical language by 30%) to mitigate turnover. Theoretically, we validate Transformers for non-Western cultural text analysis and propose a "Cultural Sensitivity Index" (CSI) for model optimization. Practically, HR teams can apply CSI to refine job postings and deploy the hybrid model for real-time risk monitoring.
Abstract: This study introduces a BERT-based framework integrating cultural variables (e.g., hierarchical titles, collectivist norms) to predict employee turnover through semantic analysis of South Korean job postings. We collected 10,000 job ads from major platforms, culturally annotated them, and utilized 2,932 enterprise employee records. After fine-tunin...
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Research Article
Meta-synthesis of Talent Management Practices and Organizational DNA
Issue:
Volume 13, Issue 3, September 2025
Pages:
64-77
Received:
26 April 2025
Accepted:
13 June 2025
Published:
19 July 2025
DOI:
10.11648/j.jhrm.20251303.12
Downloads:
Views:
Abstract: This meta-synthesis study investigates the intersection of talent management practices and organizational DNA, aiming to explore how their alignment enhances human resource empowerment and improves strategies for talent acquisition and retention. In the face of increasing organizational complexity and competitive labor markets, aligning talent strategies with the core values, culture, and structures that constitute an organization's DNA has become critical for attracting, developing, and retaining top talent. By integrating a wide range of qualitative and quantitative studies, this research identifies essential talent management practices that reflect and reinforce the foundational elements of organizational DNA. These elements include shared purpose, values, leadership style, decision-making structures, and communication patterns that shape an organization's identity. The study underscores the importance of tailoring talent strategies to fit within this DNA framework to ensure coherence between human resource initiatives and organizational behavior. The findings reveal that strategic alignment between talent management and organizational DNA significantly enhances employee engagement, strengthens employer branding, and improves recruitment, development, and retention outcomes. Furthermore, DNA-aligned practices contribute to building adaptive, resilient, and innovation-oriented work cultures that support long-term organizational performance and sustainability. Drawing from multiple theoretical lenses, including strategic human resource management, organizational behavior, and systems thinking, the study presents a conceptual model to guide the design of culturally congruent talent strategies. This model serves as a practical tool for HR professionals and organizational leaders seeking to align their talent management systems with the deeper structural and cultural attributes of their organizations. Ultimately, this research contributes to the literature by emphasizing the transformative power of integrating talent management with organizational DNA, offering actionable insights that can be applied across diverse organizational contexts.
Abstract: This meta-synthesis study investigates the intersection of talent management practices and organizational DNA, aiming to explore how their alignment enhances human resource empowerment and improves strategies for talent acquisition and retention. In the face of increasing organizational complexity and competitive labor markets, aligning talent stra...
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,
Reza Sepahvand
