Employee commitment is one of the most important aspects that help an organisation achieve its desired goals. This study investigates the possible effects of gender and age differences between managers and employees on organisational commitment among lower-level employees in selected factories in the Buffalo City Metropolitan area. The organisational commitment instrument used in this research is the Meyer and Allen (1997) organisational commitment questionnaire which contains 18 items (6 items for each scale: affective commitment, continuance commitment and normative commitment). For this purpose, a sample of 100 lower-level employees was used. The results indicated significant differences in the unexpected directions in affective commitment and continuance commitment between male employees supervised by male managers and male employees supervised by female managers; male employees were found to have higher levels of affective and continuance commitment when supervised by female managers. Female employees were found to have a higher level of normative commitment when supervised by male managers than when supervised by female managers which was also in the unexpected direction. In addition, the study showed surprising results in terms of the social or cultural hypothesis where employees supervised by male managers and older managers were not significantly different in organisational commitment to those managed by female and by younger or same-age managers.

Non-profit organisations serve disadvantaged people by fulfilling their social needs, promoting social inclusion and building economies. Non-profit organisations are confronted with a tightening funding environment, growing competition for donors and grants, rising demand for services and increasing calls for accountability. The objective of the study was to investigate the way in which non-profit organisations in the Western Cape province apply fifteen management factors of the Lussier Business Success Versus Failure Model. This model was successfully used in various parts of the world to predict the success or failure of a business. A descriptive research design, using a qualitative case-study research approach was used in this study. A purposive non-probability sampling method was applied, and convenience sampling was used to identify twelve participants from four non-profit organisations. Semi-structured interviews were conducted with founders, managers and staff. Descriptive and thematic analysis techniques were utilised, and a deductive coding approach was used to develop thematic areas. Thematic analysis showed three broad themes, namely people, management, and finance. The research established that the non-profit organisations applied nine success factors of the Lussier Business Success Versus Failure Model. Non-profit organisations keep accurate records and adequate financial controls. They do have staff with management experience, while the staff have limited NPO experience. The non-profit organisations make use of professional advisors and networks. The research also revealed that non-profit organisations experience challenges with income-generating activities. They do not plan for the long term and find it difficult to retain staff. Non-profit organisations also lack critical skills, such as strategic planning, marketing management, and administrative management. Non-profit organisations need to build and maintain relationships with government bodies, support organisations and other non-profit organisations. Enhanced information sharing and relationships will reduce the dependence on government grant funding. Applying management principles will enhance the long term survival of non-profit organisations. / Business Management / M. Com. (Business Management)

This research examined the problem of poor retention of employees with scarce skills in the Limpopo Department of Agriculture. Employees with scarce skills were selected to participate in the research which focused on recruitment, selection and retention. Recruitment, selection and retention of line employees with valued skills are a major crises facing many institutions. The problem of poor retention and turnover of line employees with scarce skills has far reaching consequences in that dissatisfaction with working conditions causes additional turnover. To some extent, the Department can control the turnover rate of its employees with scarce skills. The research assessed recruitment, selection and retention of line employees with scarce skills in the Limpopo Department of Agriculture. The research concentrated on the reasons for poor retention of line employees with scarce skills, the extent of turnover of employees with scarce skills, what process do the Limpopo Department of Agriculture follow in filling vacant post and what interventions and measures do the Department undertakes to ensure compliance to the recruitment policy. A questionnaire was used to collect data from managers and line employees with scarce skills. A hundred (100) questionnaires were distributed and 67 were returned. The findings revealed that Limpopo Department of Agriculture can do more in retaining its valued line employees (those with scarce skills). The challenge of scarce skills in the Department is compounded by the high demand of for instance engineers, state veterinarians and researchers in South Africa. There is a war on scarce skills in South Africa, Generation Y needs resources, better working conditions and a better salary to be retained. The research findings were evaluated and possible strategies for improving recruitment, selection and retention of line employees with scarce skills are recommended. The Department should design a career progression path policy. This would assist in retaining scarce skills in the public sector. / Public Administration and Management / M.A. (Public Administration)

Abstracts in English, Southern Sotho and Xhosa / Previous studies evidenced the association between work ethics climate, retention factors and organisational commitment separately. However, research combining all these variables have not yet been done. The purpose of the study was to investigate the relationship between work ethics climate, retention factors and organisational commitment of nurses in a South African public hospital. A quantitative research design was followed and a probability stratified sample (N=208) of nurses participated in the study. The results indicate significant relationships between work ethics climate and retention factors. Furthermore, the results indicate significant relationships between work ethics climate and organisational commitment. Moreover, the results indicate that work ethics climate moderates the relationship between training and development components of retention factors and organisational commitment. These findings provide new knowledge for the design of retention strategies, which adds value to the body of knowledge in relation to work ethics climate. Recommendations for further research and for the implementation of the results of the study by human resource professionals were made in terms of improving the ethical climate, the retention factors and organisational commitment of their employees. / Dinyakišišo tše di fetilego di file bohlatse bja kamano magareng ga seemo sa maitshwaro ka mošomong, mabaka a go tšwela pele le boikgafo ka fao go aroganego. Le ge go le bjale, dinyakišišo tšeo di kopanyago mehuta ye ka moka ga se tša hlwa di dirwa. Maikemišetšo a dinyakišišo tše e bile go nyakišiša kamano magareng ga seemo sa maitshwaro ka mošomong, mabaka a go tšwela pele le boikgafo bja bja baoki ka sepetleleng sa setšhaba sa Afrika Borwa. Tlhamo ya dinyakišišo tša boleng e dirišitšwe gomme sampole ya baoki ye e arogantšwego (N=208) ba kgathile tema ka dinyakišišong. Dipoelo di laetša kamano ye kgolo magareng ga seemo sa maitshwaro ka mošomong le mabaka a go tšwela pele. Godimo ga fao, dipoelo di laetša dikamano tše kgolo magareng ga seemo sa maitshwaro ka mošomong le boikgafo bja ka mokgatlong. Godimo ga fao, dipoelo di aletša gore seemo sa maitshwaro se lekanyetša kamano magareng ga dikarolo tša tlhahlo le tša tlhabollo tša mabaka a go tšwela pele le boikgafo bja ka mokgatlong. Dikutollo tše di fana ka tsebo ye mpsha ya tlhamo ya mekgwa ya go tšwela pele, yeo e tlišago boleng go tsebo mabapi le seemo sa maitshwaro a ka mošomong. Ditšhišinyo tša dinyakišišo go tšwela pele le tša go phethagatša dipoelo tša dinyakišišo ka bašomi ba sephrofešenale ba merero ya bašomi di dirilwe mabapi le go kaonafatša seemo sa maitshwaro, mabaka a go tšwela pele le boikgafo bja ka mokgatlong bja bašomi ba yona. / Amarhubhululo zesikhathi esidlulileko zifakazele itjhebiswano eliphakathi kobujamo bemigomo yokusebenza, imithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwihlangano ngendlela ehlukanisiweko. Nanyana kunjalo, ngokwerhubhululo ukuhlanganiswa kwazo zoke lezi zinto akhange kweziwe. Ihloso yaleli rhubhululo bekukuphenya itjhebiswano eliphakathi kobujamo bemigomo yokuziphatha emsebenzini, ukubamba abasebenzi bangakhambi kanye nokuzibophelela kuhlangano kwabahlengikazi esibhedlela sombuso eSewula Afrika. Ihlelo lerhubhululo elidzimelele kuzinga lekulumo lilandelwe kanti nesampula yabahlengikazi I (N=208) labadlale indima kurhubhululo lisetjenzisiwe.Imiphumela iveza itjhebiswano eliqakathekileko phakathi kobujamo bemigomo yokusebenza kanye nemithelela yokubanjwa kwabasebenzi bangakhambi. Ukuragela phambili, imiphumela iveza itjhebiswano eliqakathekileko phakathi kobujamo bemigomo yokusebenza kanye nokuzibophelela kwehlangano. Ngaphezu kwalokho, lemiphumela iveza ukobana ubujamo bemigomo yokuziphatha ilinganisa itjhebiswano phakathi kweengaba ezibandulako nezithuthukisako, iingaba ezimalungana nemithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwehlangano. Leli lwazi elitholakeleko linikela ilwazi elitjha malungana nokudizayinwa kwamasu wokubamba abasebenzi bangakhambi, okuyinto engezelela ivelu kumthombo welwazi malungana nobujamo bemigomo yokuziphatha emsebenzini. Iincomo ezinye ezimalungana nokuragela phambili nerhubhululo kanye nokusetjenziswa kwemiphumela yerhubhululo elimalungana nabasebenzi bomnyango wezokuqatjhwa kwabasebenzi zenziwe ngokuthi kuthuthukiswe ubujamo bemigomo yokuziphatha, imithelela yokubamba abasebenzi bangakhambi kanye nokuzibophelela kwabasebenzi kuhlangano. / Human Resource Management / M. Com. (Business Management)

MPM / O. R. Tambo Institute of Governance and Policy Studies / The study is based on challenges facing schools as a result of experienced educators exiting the education system. Retaining effective experienced teachers is a particular challenge. Statistics shows that from year 2015 to date (2018), 111 educators have exited the education system at Soutpansberg East circuit. There are number of factors that cause teachers to exit the education system, amongst others are, old age, sickness, failure to cope with new changes, career dissatisfaction, low salaries, lack of discipline amongst learners, overcrowded classrooms. As a result of these, schools suffer from lack of experienced educators; the Department of Education, communities and learners pay a price. Department of Education hence must find ways to keep their highly-skilled and experienced educators. The researcher used a mixed method approach, that is, both qualitative and quantitative research method to carry out the study. The population of the study was obtained using non - probability sampling and data was gathered from the defined population. Two data collection instruments were used, namely, interviews and questionnaires while analyses were through thematic analysis and using the statistical package for social analysis. Data collected through questionnaires was analyzed using statistical analysis while the interviews data were analyzed using thematic analysis. Ethical considerations were observed when conducting the study. The researcher found that the following are the key challenges faced by schools at Soutpansberg East regarding educators exiting the system earlier. Experienced educators are difficult to replace and the process of replacing an educator takes too long. Process of teaching and learning is compromised. Scarce skills for specific subjects are difficult to replace. New educators are not able to deal with disciplinary problems in the classrooms and the school at large. The schools are always experiencing problems of allocation of work and time tabling . The following factors were found to be the causes that induce teachers to abandon their calling. Educators are not getting enough salaries and benefits in relation to their work. The introduction of qualified conditional pass in schools is causing v frustration. Some educators are exiting because they are concerned about their safety at schools. Some educators are failing to maintain discipline since the removal of corporal punishment. Most of them are in debts. The researcher proposed the following recommendation to lessen experienced educators from exiting the education system. Pay teachers accordingly so that the experienced educators can be encouraged to stay in the profession. Measures to deal with disciplinary problems in the classrooms and the school at large should be put in place. Learners should be given counseling regarding the new system of conditional pass, its advantages and disadvantages to lessen the frustration it causes to educators .Security at school should be strengthened as it is clear from the findings that some educators are exiting the system early because they are concerned about their safety at schools Educators should be given education regarding their finances as soon as they get employed. Wellness education should be prompted to assist the educators who are in debts. Educators who are in debts can be given access to their pension funds to pay off their debts as long as the process is monitored. / NRF

It is evident from the 2015 national employee strike at organisation A that something should be done immediately to regain stakeholders’ (employees, suppliers and customers) trust. Despite good initiatives to engage and retain talent, some employees are still resigning. The study aimed to understand staff experiences on engagement and retention in a Polokwane based telecommunications organisation. A qualitative research approach and an interpretative phenomenological analysis design were used to explore and interpret the lived experiences. In-depth interviews using open-ended questions were employed to collect data from participants, who were purposefully selected. The researcher interviewed seven employees. The main themes helped to summarise the individuals' responses. The following main themes emerged from the proposed employee engagement (EE) model: (i) communication, (ii) motivation, (iii) relationship, (iv) interest, (v) health and welfare, (vi) development and (vii) monetary value. / Megwanto ya boipelaetšo go bašomi ka kakaretšo ye e bilego gona ka 2015 go khampani ya A e bontšhitše gore go pepeneneng gore se sengwe se swanetše se dirwe go tliša tshepho go batšeakarolo (bašomi, batšweletši le badiriši). Le ge go na le maitapišo a poledišano le go se lobe talente, bašomi ba bangwe ba sa tšwelapele go tlogela mošomo. Lebaka legolo la go dira nyakišišo ke go le leka go kwešiša maitemogelo a bašomi mabapi le tshwaragano le go lota khamphani ya tša megala Polokwane. Mokgwa wa dinyakišišo tše di tseneletšego le go hlathollwa ka mokgwa wa ponagalo le popego o somišitšwe go leka le go hlatholla maitemogelo a bona. Dipoledišano tše di tseneletšego go šomišwa dipotšišo tša go nyaka mmono wa bašomi di dirišitšwe go kgoboketša dipalopalo go tšwa go batšeakarolo bao ba kgethilwego ka nepo. Monyakišiši o boledišane le bašomi ba šupa. Kgwekgwe tša taba di thušitše go akaretša diphetolo go tšwa go batšeakarolo ba go fapafapana. Mohlala wo o šišintšwego wa go kgokogana le bašomi o tšweleditše kgwekgwe tše dilatelago: poledišano, tlhohleletšo, kamano, kgahlego, katlego ya tša maphelo, kgatelopelo le boleng bja matlotlo. / Nadat maatskappy A se werknemers in 2015 landswyd gestaak het, moes ingegryp word om die vertroue van belanghebbendes (werknemers, verskaffers en kliënte) in die maatskappy te herstel. Ondanks daadwerklike pogings om bevoegde werknemers aan te stel en te behou, bedank werknemers steeds. Hierdie studie stel ondersoek in na werknemers se siening van die aanstelling en behoud van personeel in die telekommunikasiemaatskappy waarvan die hoofkantoor in Polokwane is. Oop vrae is in-diepteonderhoude aan opsetlik gekose deelnemers gestel om die data in te win. Die navorser het met sewe werknemers onderhoude gevoer. Hulle antwoorde is volgens temas opgesom. Die volgende temas blyk uit die voorgestelde werknemeraanstelling- of WA-model: (i) kommunikasie, (ii) motivering, (iii) verhoudings, (iv) belang, (v) gesondheid en welstand, (vi) ontwikkeling en (vii) monetêre waarde. / Business Management / M. Com. (Business Management)

The purpose of this study was to explore how Generation Y engineers in South Africa experience their work and based on this to determine how companies should be orientated toward their retention and engagement. I followed a qualitative research approach informed by the hermeneutic phenomenological paradigm, making use of a case study approach and in-depth unstructured interviews with six Generation Y engineers. My findings showed that even though retention cannot be ensured, hygiene retention factors are needed for initial retention and task and work-setup engagement for prolonged retention. Personal passion and commitment relating to career engagement are valued above organisational engagement and commitment. Companies should focus on the identified hygiene retention factors and on engaging these participants through providing for certain elements in their task and work setup. / Industrial & Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Foreign exchange banking organisations afford individuals great career opportunities, and therefore endeavour to attract high-caliber employees who are self-motivated and create the dynamic, innovative and professional culture characteristic of the organisation. Retaining key talent characterised by skills shortages has become an imperative for sustaining competitive business performance in a fast-changing economic environment. The general aim of this research was to develop a model of employee motivation and job satisfaction for staff retention practices in a foreign exchange banking organisation. The concepts of employee motivation, job satisfaction and employee retention were discussed with regard to their history, conceptual foundation, theoretical approaches, types, variables and consequences. The theoretical model was developed accordingly on the basis of the literature review, and revealed the factors that could influence employee retention. The main purpose of the empirical research was to operationalise the theoretically derived motivation and job satisfaction concepts, statistically determine the underlying variables of motivation and job satisfaction that influence employee retention and develop a structural equation model to verify the theoretical model. A quantitative empirical research paradigm using the survey method was followed. Explanatory and descriptive research was used in this study, with a sample of 341 foreign exchange banking individuals drawn from a financial institution. Three questionnaires and a biographical questionnaire were adapted and administered to employees. The Work Preference Inventory (WPI) measured employee motivation, the Job Satisfaction Survey (JSS) measured job satisfaction, and the Employee Retention Questionnaire (ERQ) measured employee retention intention. A structural equation model development strategy produced a new best-fitting retention model based on the new constructs postulated in the factor analysis. The model indicated that job satisfaction explained the highest variance of retention when compared to motivation. The research should contribute towards a comprehensive understanding of the factors that influence employee retention. The new model of employee motivation and job satisfaction for staff retention practices in a South African foreign exchange banking organisation could assist organisations in retaining skilled and talented staff. The study should encourage practitioners to take cognisance of the fact that organisations are different and that the motivation and job satisfaction factors for employee retention need to be considered. / Public Administration and Management / D. Com. (Industrial and Organisational Psychology)

The purpose of this study was to explore how Generation Y engineers in South Africa experience their work and based on this to determine how companies should be orientated toward their retention and engagement. I followed a qualitative research approach informed by the hermeneutic phenomenological paradigm, making use of a case study approach and in-depth unstructured interviews with six Generation Y engineers. My findings showed that even though retention cannot be ensured, hygiene retention factors are needed for initial retention and task and work-setup engagement for prolonged retention. Personal passion and commitment relating to career engagement are valued above organisational engagement and commitment. Companies should focus on the identified hygiene retention factors and on engaging these participants through providing for certain elements in their task and work setup. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

The objectives of the research were to examine the relationship between organizational commitment, career adaptability and retention factors within the retail sector in the Western Cape and to determine whether the demographical variables (age, gender, race, marital status, tenure and job level) influence an employees’ decision to stay with or to leave the organisation. A cross-sectional quantitative, correlational research approach was followed wherein a nonprobability convenience sampling (N=224) of permanent customer service employees of a reputable retail store in the Western Cape was used. The data were collected by means of Organisational Commitment Questionnaire (OCQ by Meyer & Allen, 1997), Career Adapt-Abilities Scale (CAAS by Savickas & Porfeli, 2012) and Retention Factor Measurement Scale (RFMS by Döckel, 2003). Correlational analysis revealded that statistical significant and positive relationships exist between organisational commitment, career adaptability and retention factors. A stepwise regression analysis indicated that organisational commitment and career adaptability significantly and positively predict retention factors. Tests for mean differences revealed that some differences do exists in organisational commitment, career adaptability and retention factors in terms of demographical variables (age, gender, race, marital status, tenure and job level). Recommendations are suggested for use by human resource managers and practitioners in terms of retention strategies and practices, specifically within the retail sector / Human Resource Management / M. Com. (Human Resource Management)