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Variables influencing the retention of designated employees in a platinum mine / Carla RadloffRadloff, Carla January 2005 (has links)
Retention of key employees is becoming an increasingly important challenge faced by many
organisations. With every employee that leaves the company, cost of recruitment and
appointment, as well as training and development cost subsequent to that, are lost. The
situation is aggravated by the fact that it is usually the higher performing employee who is
more mobile from a career point of view, or the employee who has completed his/her training
and who is more marketable, that is lost to the organisation.
To effectively retain workers, employers must know which factors motivate their employees
to stay on and which factors cause them to leave. The general research objective was to
determine variables that influence the retention of designated employees within a platinum
mine.
A qualitative research design was used. Twenty four designated employees were selected
randomly from the following occupations in the mining career path, namely Crew Captain in
training, Crew Captain, Learner Official and Shift Supervisor. A qualitative measuring
instrument, based on the phenomenological paradigm, was used to determine employees'
perceptions of retention of designated employees. Content analysis was used to analyse,
quantify, and interpret the research data.
The results indicated that designated employees are poached by competitor companies; that
designated employees leave for better payment or benefits; that they value opportunities for
growth and development; that the Crew Captain title, job content and job category cause
employees to be unhappy; that designated employees leave after receiving training and
development; that they do not feel valued or listened to; that they are unhappy with
accommodation benefits and the bonus system; that they are managed by fear; that job
security makes designated employees to stay; that they leave due to poor benefits; that they
are in general dissatisfied with the company; that work and safety conditions are good; that
designated employees experience a lot of work pressure; that they value family responsibility;
that designated employees with limited education stay; and that they experience racial
discrimination.
Recommendations for future research are also made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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Variables influencing the retention of designated employees in a platinum mine / Carla RadloffRadloff, Carla January 2005 (has links)
Retention of key employees is becoming an increasingly important challenge faced by many
organisations. With every employee that leaves the company, cost of recruitment and
appointment, as well as training and development cost subsequent to that, are lost. The
situation is aggravated by the fact that it is usually the higher performing employee who is
more mobile from a career point of view, or the employee who has completed his/her training
and who is more marketable, that is lost to the organisation.
To effectively retain workers, employers must know which factors motivate their employees
to stay on and which factors cause them to leave. The general research objective was to
determine variables that influence the retention of designated employees within a platinum
mine.
A qualitative research design was used. Twenty four designated employees were selected
randomly from the following occupations in the mining career path, namely Crew Captain in
training, Crew Captain, Learner Official and Shift Supervisor. A qualitative measuring
instrument, based on the phenomenological paradigm, was used to determine employees'
perceptions of retention of designated employees. Content analysis was used to analyse,
quantify, and interpret the research data.
The results indicated that designated employees are poached by competitor companies; that
designated employees leave for better payment or benefits; that they value opportunities for
growth and development; that the Crew Captain title, job content and job category cause
employees to be unhappy; that designated employees leave after receiving training and
development; that they do not feel valued or listened to; that they are unhappy with
accommodation benefits and the bonus system; that they are managed by fear; that job
security makes designated employees to stay; that they leave due to poor benefits; that they
are in general dissatisfied with the company; that work and safety conditions are good; that
designated employees experience a lot of work pressure; that they value family responsibility;
that designated employees with limited education stay; and that they experience racial
discrimination.
Recommendations for future research are also made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.
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The psychological contract of designated and non-designated groups in a financial institution / C. StrydomStrydom, Chanette January 2009 (has links)
Due to socio-political transformation, South Africa has been subjected to dramatic changes that influenced employment relationships, employment contracts between employees and employers arid the psychological contract of employees. Due to all these socio-political changes different groups of employees experience differences in their psychological contracts and have certain expectations that their organisation should fulfil. The general objective of this research is to determine the psychological contract of designated and non-designated groups of a banking institution in the North West Province. A cross-sectional survey design was used to collect the data and reach the objectives of this study. Stratified random sample (n = 131) was taken from permanently appointed designated and non-designated employees of different branches in a South African banking institution in the North West Province. A structured, self-completion questionnaire was used to collect the data. The Psycones Questionnaire and discrimination and affirmative action questions were selected from different existing questionnaires and were used to compile the questionnaire.
Descriptive statistics (e.g. means, standard deviations, skewness and kurtosis) were used to analyse the data. Pearson product-moment correlation coefficients were used to assess the relationships between the variables. Multiple regression analyses were used to investigate the effects of the variables in this study, multivariate analysis of variance (MANOVA) was performed to assess the differences in the experience of affirmative action policies of demographic groups. Item-level analysis is performed by using analysis of variance (ANOVA). The results indicated that designated and non-designated groups of employees do not experience a difference in their breach or violation of their psychological contracts when affirmative action policies are correctly implemented and communicated. Based on the findings of this study organisations are advised to ensure that affirmative action policies are implemented correctly and communicated to all groups of employees, and then designated and non-designated employees would not differ in their experience of violation in their psychological contracts. Limitations in the research are identified and recommendations were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.
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The psychological contract of designated and non-designated groups in a financial institution / C. StrydomStrydom, Chanette January 2009 (has links)
Due to socio-political transformation, South Africa has been subjected to dramatic changes that influenced employment relationships, employment contracts between employees and employers arid the psychological contract of employees. Due to all these socio-political changes different groups of employees experience differences in their psychological contracts and have certain expectations that their organisation should fulfil. The general objective of this research is to determine the psychological contract of designated and non-designated groups of a banking institution in the North West Province. A cross-sectional survey design was used to collect the data and reach the objectives of this study. Stratified random sample (n = 131) was taken from permanently appointed designated and non-designated employees of different branches in a South African banking institution in the North West Province. A structured, self-completion questionnaire was used to collect the data. The Psycones Questionnaire and discrimination and affirmative action questions were selected from different existing questionnaires and were used to compile the questionnaire.
Descriptive statistics (e.g. means, standard deviations, skewness and kurtosis) were used to analyse the data. Pearson product-moment correlation coefficients were used to assess the relationships between the variables. Multiple regression analyses were used to investigate the effects of the variables in this study, multivariate analysis of variance (MANOVA) was performed to assess the differences in the experience of affirmative action policies of demographic groups. Item-level analysis is performed by using analysis of variance (ANOVA). The results indicated that designated and non-designated groups of employees do not experience a difference in their breach or violation of their psychological contracts when affirmative action policies are correctly implemented and communicated. Based on the findings of this study organisations are advised to ensure that affirmative action policies are implemented correctly and communicated to all groups of employees, and then designated and non-designated employees would not differ in their experience of violation in their psychological contracts. Limitations in the research are identified and recommendations were made. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.
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