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To stay or leave: Motives behind the decisions of graduate programs’ trainees’ in European and Russian companies

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  • Marina Latukha

Abstract

This paper investigates the problem of retaining business school graduates after they have completed a trainee program in a company. Often when a company invests in training programs for young graduates, the company’s management expects that a graduate will remain with the company for a long time. But in some cases, the trainees decide to leave. This research shows the different perceptions among the trainees and the company of motives or reasons for such a decision. The main findings also indicate a significant difference in the graduates’ preferences in the countries being compared and suggest a list of motives that drive such decision making. Furthermore, managerial applications are given and the possible approaches for future discussions are suggested.

Suggested Citation

  • Marina Latukha, 2011. "To stay or leave: Motives behind the decisions of graduate programs’ trainees’ in European and Russian companies," Journal of East European Management Studies, Nomos Verlagsgesellschaft mbH & Co. KG, vol. 16(2), pages 140-161.
    • Handle: RePEc:nms:joeems:doi_10.1688/1862-0019_jeems_2011_02_latukha
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    File URL: https://www.nomos-elibrary.de/10.5771/0949-6181-2011-2-140
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    References listed on IDEAS

    as
    1. Burke, Lisa A., 1997. "Developing high-potential employees in the new business reality," Business Horizons, Elsevier, vol. 40(2), pages 18-24.
    2. Samuel Muehlemann & Juerg Schweri & Rainer Winkelmann & Stefan C. Wolter, 2007. "An Empirical Analysis of the Decision to Train Apprentices," LABOUR, CEIS, vol. 21(3), pages 419-441, September.
    3. Peter Cappelli & David Neumark, 2001. "Do “High-Performance†Work Practices Improve Establishment-Level Outcomes?," ILR Review, Cornell University, ILR School, vol. 54(4), pages 737-775, July.
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    More about this item

    Keywords

    talent retention; graduates; trainee programs; Russia; Europe;
    All these keywords.

    JEL classification:

    • I20 - Health, Education, and Welfare - - Education - - - General
    • I23 - Health, Education, and Welfare - - Education - - - Higher Education; Research Institutions
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • M12 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Personnel Management; Executives; Executive Compensation
    • P20 - Political Economy and Comparative Economic Systems - - Socialist and Transition Economies - - - General
    • P21 - Political Economy and Comparative Economic Systems - - Socialist and Transition Economies - - - Planning, Coordination, and Reform

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