Text in English / Research on employee turnover dates back many decades. However, this research traditionally focused on either understanding turnover intentions or the factors preceding turnover, such as job satisfaction. Despite the challenge in SA being huge and organisations struggling to keep their talent, the research on employee turnover is quite limited. Understanding the different variables that influence employee turnover and providing practical solutions on how to mitigate turnover would be valuable to many organisations. The aim of this research project was to understand the role of personality and organisational climate in employee turnover. In addition, a comprehensive model of employee turnover was developed and tested. The Five Factor Model was used to conceptualise personality, while (due to the limited nature of existing models) a new model was designed to conceptualise organisational climate. A sample of 1 536 people was drawn from a large retail organisation in SA, with 807 stayers and 729 leavers. Biographical, personality and organisational climate information was collected over a two-year period for both samples. Results of the study were mixed; there were no significant differences in the two samples regarding the big five personality factors, except when nine bipolar scales were used. On these scales, leavers were found to be more assertive, persuasive and optimistic than stayers. All five personality factors moderated HR policies & procedures in determining turnover. There were differences between the stayers and leavers samples with regard to age, gender, tenure and absenteeism. Organisational climate was a key determinant of whether people left or stayed and organisations had more than one climate. Personality, organisational climate and absenteeism accounted for 29% of turnover. The proposed model of employee turnover met most of the requirements of goof fit measures when using Structural Equation Modelling (SEM). / Psychology / D.Litt. et Phil.

The purpose of this study is to collect data on the current practices of coaching as applied in an incubated environment to report on the influence of coaching on entrepreneurial goal-setting behaviour. Previous research has indicated that much criticism has been lobbied at government programmes aimed at providing entrepreneurship development and support, some recognition has been given to some of these government initiatives as well as the progress achieved by some. It is further stated in the Global Entrepreneurship Report (2012) that a number of national experts commend the existence of business support agencies (such as the Small Enterprise Development Agency). A number of significant findings materialized from the current study where it was found that coaching influences entrepreneurial behaviour and that a need exists for more in-depth coaching sessions specifically focused on entrepreneurship in the South African context. Further to this it was found that a need exists for entrepreneurs to be coached by other entrepreneurs and that the role of a coach should be clarified to set realistic expectations from the onset of the intervention. These findings are in agreement with some of the key recommendations from South African national experts as cited in the GEMS 2012 report. The current research adds to the body of research on coaching in general. It also contributes specifically entrepreneurial development programmes in the South African context. The outcome from this research has implications for business coaches, entrepreneurs and entrepreneurial development/support agencies as well as those who provide training and incubation programmes for entrepreneurs. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Thesis (MPhil)--Stellenbosch University, 2008. / ENGLISH ABSTRACT: The central idea developed in this thesis is that meaningful work provides the normative standard of what work should be for all human beings, based on the normative idea that being human entails a realization of one’s potential and the expression of one’s intellect and creativity as a necessary part of living a full and flourishing life. Thus the key ethical foundation upon which my argument was built rests primarily upon classic Aristotelian ethical theory as well as more contemporary adaptations thereof. In reality, however, research reveals that up to eighty percent of people engage in work that is not meaningful in the sense that they are unable to experience both excellence and enjoyment through their work. This problem has been labeled as “employee disengagement” and has been acknowledged by organizations as a disturbingly growing trend particularly because of the financial cost it carries through lost productivity. My objective in this thesis was to outline the scope of the problem, and to make a strong case for the recognition of employee disengagement as a moral problem, and not simply as an economic one. Thus a major focus of this thesis was to unpack the concept of meaningful work and to argue for its moral value. Throughout my thesis, the importance of understanding meaningful work as a balance between both the subjective and objective elements that make work meaningful for the individual was emphasized. Having established employee disengagement as a moral problem, my attention then turned towards analyzing the potential causes of the problem at a systemic, organizational and individual level. My primary conclusion was that the modern paradigm facilitated a certain way of organizing business activity as well as a certain way of construing the relationship between work and life that has ultimately had a deep seated causal effect upon the absence of meaningful work. Thus addressing the problem entails a detachment from this paradigm and challenging some of the basic assumptions about organizational life. Finally, I proposed a business model that serves as a framework for a new way of working which has the capacity to be more fulfilling to the human spirit. This model assumes the tenets of virtue ethics as its core. In this model, individual employees, the organization as a community and leaders in the business all have specific roles and responsibilities to bring the model to life, and thus the quest for meaningful work has to be undertaken as a collaborative effort. The field of business ethics, with a refreshed Aristotelian mindset, has a lot of value to add in offering much needed ethical guidance to help steer this radical, yet exciting workplace transformation process in the right direction. / AFRIKAANSE OPSOMMING: Die kerngedagte van hierdie tesis is dat betekenisvolle arbeid die normatiewe standaard sou skep van wat werk vandonderstel is om vir die mensdom te beteken. Dit berus op die veronderstelling dat menswees meebring dat die individu se volle potensiaal, intelligensie en kreatiwiteit sal lei tot ‘n betekenisvolle bestaan. Die sleutelargument steun primêr die klassieke Aristoteliese etiese teorie asook hendendaagse aanpassings daarvan. Navorsing bewys egter dat tot 80% van die arbeidsmag betrokke is in betekenislose (sinlose) arbeid in die sin dat hulle geen genot of uitnemendheid ervaar nie. Die probleem word geetiketteer as “werknemersonttrekking” en word deur maatskappye beskou as ‘n onstellende tendens ten opsigte van die finansiële impak en die gepaardgaande verlies van produktiwiteit. Die oogmerk van die tesis is om die omvang van die probleem uit te lig en om redes aan te voer dat werknemers onttrekking as ‘n morele vraagstuk aangespreek moet word en nie net gesien sal word as ‘n finansiële dilemma nie. Die beweegrede van die tesis is om die begrip van betekenisvolle arbeid te ondersoek en om die morele aspek daarvan te debatteer. Die belangrikheid van die begrip, betekenisvolle arbeid, as ‘n balans tussen beide die subjektiewe en objektiewe beginsels word deurgaans onderstreep. Aangesien “werknemersonttrekking” as ‘n morele probleem beskou word is die oogmerk om die oorsake van die probleem te analiseer, op ‘n sistematiese, organisatoriese en individuele vlak. Die gevolgtrekking is dan dat die moderne paradigma ‘n sekere invloed het op die organisasie se besigheidsaktiwiteite en is ook ‘n metode om die verhouding tussen werk en bestaan te bepaal, wat uiteindelik ‘n diepgesete redegewende invloed het in die afwesigheid van sinvolle arbeid. ‘n Skeiding van die voorbeeld en die basiese veronderstelling van georganiseerde bestaan word benodig om begenoemde begrip te bevraagteken. Laastens is daar ‘n besigheidsmodel wat dien as ‘n raamwerk vir ‘n nuwe manier van werk, wat sal meebring dat werk meer vervulling aan die menslike gees sal bied. Díe model, veronderstel die beginsel van eerbare etiek as die grondslag. Werknemers van organisasies, die organisasie as ‘n gemeenskap en besigheidsleiers het spesifieke rolle en verantwoordelikhede, om lewe te gee aan die model. Daarvolgens moet die soeke na sinvolle arbied as ‘n kollektiewe poging beskou word. Die gebied van besigheidsetiek , met ‘n vernuwende Aristoteliese denkwyse, het tot voordeel , ‘n waardevolle bydrae tot ‘n onmisbare etiese leiding, om hierdie radikale maar opwindende transformasie in die werkplek mee te bring.

Thesis (MBA (Business Management))--University of Stellenbosch, 2008. / AFRIKAANSE OPSOMMING:‘n Kwalitatiewe evaluasie van die faktore wat werknemer verbintenis in die uitvoering van ‘n werksbestuur besigheidsproses beinvloed, word aangebied. Die nodigheid van werknemer verbintenis en besigheidsprosesse in organisasies word beskryf. ‘n Vergelyk tussen die beginsels van werknemer verbintenis en die werksbestuur proses word gedoen. Deur middel van statistiese evaluasie tegnieke (frekwensie evaluasie) dra hierdie navorsing by tot die bestaande kennis in hierdie domein deur die identifisering van faktore wat bydra tot die onttrekking van werknemers van die werksbestuur proses en gevolglik die organisasie verlaat. Resultate bevestig dat die werksbestuur proses die verbintenis van werknemers tot die werksbestuur proses fasiliteer, veral vir werknemers wat onlangs die arbeidsmark betree. Persoonlike groei en loopbaan ontwikkeling word egter nie ten volle ondersteun in die uitvoering van die werksbestuur proses nie. Aanbevelings word gemaak ter ondersteuning van die implementering van ‘n volhoubare werksbestuur proses. / ENGLISH ABSTRACT: Presents a qualitative evaluation of the factors that influence employee engagement from the perspective of implementing and sustaining a work management business process. Describes the intent of employee engagement and business processes in organizations. Compare the principles of employee engagement and the work management business process. By applying statistical evaluation methods (frequency analyses) this research adds to the existing body of knowledge in this field by identifying factors that lead to disengagement of employees in the execution of work management business processes and subsequent loss of skills. Analysis indicates that the business process facilitates engagement of employees in work management at the start of their careers, however career development and personal growth for experienced employees are lacking in the execution of work management. Concludes with recommendation for sustaining employee engagement in work management.

Despite the fact that Internal Marketing (IM) has emerged to capture the interest of academic researchers and management practitioners, there is a surprising absence of empirical study investigating how IM is experienced in the world of practice. This constitutes an impediment to bridging the gap in the holistic understanding of the IM concept. The big question that remains is how to articulate precisely those activities that can be taken to constitute the structure of IM and those that do not. This study aims to bridge this gap by exploring whether the experiences of managers who are implementing IM in their organisations could provide clarity as to the meaning and the constituents structure of IM. This study first undertakes scrutiny of the extant IM literature in an attempt to clarify the multiplicity of terms often associated with IM. The meaning and the constituents structure of IM was investigated via an in-depth qualitative study guided by the principles of phenomenology. This qualitative study is based around open-ended interviews with participants sampled from the UK private and public sector firms. Data was collected and analysed in line with Giorgi’s descriptive phenomenological research praxis. The phenomenological findings indicate nine overlapping elements, namely, internal communication, employee training, reward, empowerment, employee motivation, interdepartmental co-ordination, understanding the organisation, commitment, and top management support that emerged to constitute the experiential structure of IM. Drawing upon these elements, the study offers a conceptual framework of the IM structure. Systematic analytical steps were utilised to ensure the validity of findings.

Absenteeism can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost. Job satisfaction has been noted as one of the factors influencing an employee's motivation to attend. Studies on the relationship between absenteeism and job satisfaction seem to be inconsistent. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. The aim of this study was to determine whether there is a relationship between job satisfaction and absenteeism in a selected department within and Electricity Unit in the Western Cape.

Arbetslivscoachning har etablerat sig på arbetsmarknaden som utvecklingsmetod av medarbetares arbetsprestation. Denna studie syftade till att undersöka coachade medarbetares upplevelser av arbetslivscoachning, i förhållande till autonomi, motivation och utveckling. Respondenterna arbetade på ett kommunalt äldreboende i Stockholmsregionen. Totalt utgjorde tio semistrukturerade medarbetarintervjuer studiens huvudsakliga datamaterial. Dessutom genomfördes en semistrukturerad intervju med medarbetarnas enhetschef, som även coachade medarbetarna. Data analyserades via empiristyrd tematisk analys, med inspiration från innehållsanalys. Studiens teoretiska inramning innefattade Illeris lärmodell, Hackman & Oldhams motivationsmodell, Deci & Ryans självbestämmandeteori samt Locke & Lathams målsättningsteori. Medarbetarna upplevde autonomi inom gruppens målformulering, däremot med begränsad individuell autonomi. Resultatet visade att coachen bör vara autonomifrämjande, för att vara motivations-och utvecklingsfrämjande. Även relationen mellan coach och medarbetare är betydelsefull för att coachningen ska vara motivationsfrämjande, och därigenom utvecklingsfrämjande. Slutligen begränsas medarbetares inre motivation då coachen tillämpat ett styrande tillvägagångssätt somsaknar individanpassning. Avsaknad av individanpassning, samt gruppen kollektiva överenskommelse, bidrar snarare till en yttre motivation som är internaliserad. / Coaching has established itself on the labor market as a method for employee development, in regards to job performance. This study aimed to explore how employees undergoing work life coaching experience the coaching in relation to autonomy, motivation and development. All respondents worked at a communal geriatric care facility in Stockholm. Ten employees and their coach were interviewed, via semi-structured interviews. The coach also worked as the employees’ section director. Data was analysed using thematic analysis, with inspiration from content analysis. As theoretical framework Illeris Three Dimensions of Learning Model, Hackman & Oldhams Job Characteristic Theory, Deci & Ryans Self-Determination Theory, and Locke & Lathams Goal Setting Theory was applied. The employees experienced autonomy within team’s goal setting, however with limited individual autonomy. Results showed that a coach should work to enhance employee autonomy in order for coaching to have a positive effect on employee motivation and development. The relationship between coach and coachee is of importance for the coaching to have positive effect on employee motivation and development. Applying directive elements in the coaching style and lacking in individual accommodation hinders the employees’ intrinsic motivation. The lack of individual accommodation, and presence of collective understanding within the team, rather results in an internalised extrinsic motivation.

Submitted in fulfilment of the requirements for the Degree of Magister Technologiae: Human Resources Management, Durban University of Technology, 2013. / The purpose of this study was to investigate job satisfaction and employee performance at Stodels Retail Nurseries in the Western Cape. The main aim of the study was to determine the level of job satisfaction and its impact on employee performance. A quantitative methodological approach was used for collecting the data. The target population comprised of 122 employees at Stodels Retail Nurseries. A pre-coded close ended patented questionnaire was administered to the target population, using the survey method. There was a significantly high response rate of 100% which was largely due to the fact that the personal method was used for the administration of the questionnaire. The Statistical Program for the Social Sciences (SPSS) version 20.0 for Windows was used for the statistical analysis. There were some significant findings that emerged from the empirical analysis and results. The majority of respondents (64%) generally experienced job satisfaction at Stodels Retail Nurseries and a significant number of respondents (52.5%) also expressed their dissatisfaction with pay, compensation and benefits. A moderate number of respondents (43%) expressed further dissatisfaction with the limited opportunities for promotions. This however, did not affect the level of employee performance significantly. The hypothesis tested revealed that there was no significant relationship between job satisfaction and employee performance. It was recommended that employees at Stodels Retail Nurseries should be kept constantly motivated to ensure that job satisfaction and employee performance levels are kept high. Top management of Stodels Retail Nurseries need to implement a programme to increase job satisfaction and employee performance as this may lead to the added benefits for sustaining and improving its success in the retail nursery sector. The study concluded with directions for further research as well. / M

Text in English / This study aimed at exploring the “lived experiences” and “meanings” of employees who had been diagnosed with work related stress, anxiety, depression and/or burnout, referred to as work dysfunctions. The researcher wished to create an opportunity and safe environment that would allow the participants to have their “voices and stories” told, heard and understood. The researcher adopted social constructionism as an epistemological framework for dialogue with the participants. Five in-depth, semi-structured conversational interviews, using the qualitative research approach and the case study method, were conducted. Participants’ selection was effected through purposive sampling. The thematic content analysis method was used to analyse the data and later align it to the relevant literature. Thematically analysed content was reconstructed into individual participants’ stories. The conversational and relational process with the researcher also generated new meanings and insights beneficial for the participants. The rich and in-depth information around their unique experiences and realities contributed towards a better understanding of work dysfunctions and also towards the improvement of the well-being interventions. It is also argued that additional insights from the study would add value to the organisational incapacity management process of employees with work dysfunctions. / Psychology / Ph. D. (Consulting Psychology)

Absenteeism can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost. Job satisfaction has been noted as one of the factors influencing an employee's motivation to attend. Studies on the relationship between absenteeism and job satisfaction seem to be inconsistent. Some research has found no correlation between these two variables whereas other studies indicate a weak to moderate relationship between these two variables. The aim of this study was to determine whether there is a relationship between job satisfaction and absenteeism in a selected department within and Electricity Unit in the Western Cape.